Human Resources Business Partner at Boehringer Ingelheim

Description:

The successful incumbent will:

• Establish as the first HR interface to the customer; including Functional Heads, line managers and employees in the SSA Region, which contains the countries Kenya, Nigeria, Ghana, Angola and Mauritius.
• Implement and maintain effective HR strategies & practices in the areas of performance & talent management, training, Organizational Development, leadership development and recruitment process in alignment with IMETA (India, Middle East, Turkey, Africa) center.
• Implement standards, defines guidelines for human resources operations, and provide effective support to all departments/functions in the SSA countries.
• Plan, organize, and implement all human resources activities including benefits, compensation, talent acquisition, organizational development, employee relations, operations, and others relative to the countries, business/functional unit.

Duties & Responsibilities:

HR Operations:

• Liaise with the business to set short-term local HR priorities and operating plans based on defined guidelines/ methods from IMETA Center.
• Has responsibility for establishing and enforcing policies & procedures relative to the HR function in the SSA countries.
• Utilizes resources across work areas and departments in SSA countries.

Talent Acquisition:

• Partners with hiring managers and the talent acquisition team for the recruitment of mid-management and other positions.
• Prepares salary proposals in line with BI policies & SOPs.

Policies & Procedures:

• Ensure that local policies and procedures are compliant to local employment law and regulations in addition to global BI Values, policies, and guidelines.
• Ensure that all policies are upheld and complied to, and that processes are implemented as appropriate and in line with the BI Code of Conduct.

Budgeting and Cost Management:

• Works with the IMETA Center for managing headcounts and manpower cost during LTF (long term forecast) & Outlook in coordination with the payroll specialist

Performance Management:

• Guides managers and employees on the Performance Management Process, ensuring their proper understanding and expectations of the process through the performance management.

Talent Development:

• Ensure that the learning and development programs are in line with the overall business/functions’ human resource objectives and goals
• Guide and support line managers for the Talent Development Discussions (TDD) & follow up for key talent and key job positions with Department Head and Talent Development
• Identify and support in preparing development plans for employees and high potential talent.
• Partners with Learning Development team for guidance and relevant programs to support/refresh talent development and business objectives.

Compensation and Benefits:

• Support line managers in the annual compensation planning cycle as per C&B guidelines.
• Ensure internal equity and accuracy for salary proposals of new employees, promotions, and annual reviews.

HR Projects:

• Supports HR COE and Shared Services with HR projects related to company benefits, performance management, talent development and any corporate or local projects and initiatives.
• Responsible for communication and application of new HR projects/initiatives to employees and managers.

Requirements:

• Bachelor's degree
• A minimum of 5-8 years of relevant working experience within HR is required.
• Minimum 2 years of HR Business Partner experience, preferably within FMCG, Pharmaceutical & Health Care.
• General knowledge and experience in the human resources field with emphasis on talent acquisition, training employee development, performance and talent management, employee relations, corporate culture.
• Experience in multi-disciplinary projects and corresponding change management.
• Fluency in English and local language.

Competencies:

• General business acumen, good understanding of financial impact derived from HR decision/policies, understanding of complex business issues and strategies.
• Communication strategy and messaging skills.
• Ability to build partnerships with internal management & staff and external stakeholders.
• Knowledge and experience in managing the resolution of critical individual HR cases.
• Logical, persuasive and able for strong stands to management on HRM principles as when required.