Human Resource Manager at Pernod Ricard

Job Description
PLAN, DEVELOP AND IMPLEMENT THE HR STRATEGY ACROSS THE WEST AFRICAN REGION

• Annual and three-year plans that focus on people development issues
• Identification of future recruitment and training needs
• Accurate forecast of P&B costs
• SWOT analysis of the HR function

DRIVE THE PERFORMANCE MANAGEMENT PROCESS

• Performance management processes occurring bi-annually
• Up-to-date communication on processes given to employees and manager
• Managers trained on effective performance management
• Performance review results calibrated by CODI members and relevant managers
• Post-reviews evaluations conducted with assessment of results
• Performance management process aligned to group LTT process
• Performance review results drive remuneration and bonusesT

CONDUCT SURVEYS OF PR WEST AFRICA EMPLOYEES

• Participation in PR Group employee surveys every two years
• PR Group initiatives to address culture and employee engagement implemented
• Employee surveys reports collated
• Survey results analysed and trends identified
• Action plans implemented to address survey results

IMPLEMENT TALENT MANAGEMENT STRATEGY

• Talent management review processes conducted bi-annually
• Top performers identified and managed
• Adherence with Group LTT processes
• Talent database is maintained up to date
• Performance of talents monitored
• Succession planning for key roles

CONDUCT AND UPDATE SKILLS AUDIT

• Conduct job analysis to identify required skills
• Audit conducted to identify skills and technical abilities within the organisation and highlight potential gaps
• Performance identify skills development reviews requirements
• Employee surveys identify development needs and requests

IDENTIFY COMPETENT TRAINING NEEDS

• Focus on leadership development throughout the organisation

MAINTAIN RECORD OF TRAINING CONDUCTED

• Database records all employee (external, internal and on-the-job) training
• Ensure employee enters into Training Agreement that require retention for nominated period
• Certificates of completion obtained, filed and distributed
• Investment in training is maximised by ensuring learning is cascaded throughout organisation
• Employees undertaking company-sponsored training have signed training agreement

COORDINATE WITH VARIOUS DEPARTMENTS

• Managers communicate skills development needs and personal development plans
• Managers receive assistance with locating, booking and facilitating external training
• Managers receive assistance with internal and on-the-job training
• Managers assessed on effectiveness of training and apply knowledge

COLLABORATE WITH EXTERNAL AGENCIES

• Training providers, tertiary institutions, HR consultants, labour lawyers are consulted when required

FORECAST ANNUAL CAPITAL AND OPERATIONAL EXPENSES

• Accurate forecasts made
• Budget compiled and approved in line with policy guidelines

MANAGE COSTS AGAINST APPROVED BUDGET

• Potential areas of saving and optimisation highlighted
• Expenditure aligns with budget
• Meaningful variance analysis reports provided
• Bottom line results optimised
• Functional T&E budget monitored and adhered

RECRUIT TALENTED EMPLOYEES

• Structure and resourcing levels evaluated
• Job descriptions relevant and up to date
• Vacancies filled in line with policies, headcount and budget
• Employment equity considered in recruitment process
• Suitably qualified persons appointed
• Succession plans in place
• DEVELOP EMPLOYEES
• Suitable development opportunities and training identified
• Development plans implemented
• Employees coached and developed
• Employment equity considered in training and development initiatives
• Knowledge and training is applied
• Promotions recommended where appropriate

MANAGE PERFORMANCE

• Team aware of and aligned to company vision and values
• Team members inspired by communicating the shared purpose
• Expectations and objectives clearly communicated, and employees held accountable
• Performance monitored through review meetings held at least every six months and feedback on performance provided
• Management style adapted to facilitate high levels of team performance
• Salary increases recommended

MAINTAIN EMPLOYEE RELATIONS

• Company Policy and Procedures Manual followed, and amendments suggested when required
• Grievances and complaints resolved
• Disciplinary offences addressed
• Team members empowered to make decisions, provided with guidance and supported when required
• Collaboration and teamwork encouraged
• Team dynamics and performance assessed, and corrective action taken

Requirement/Skills

• Minimum Educational Requirements and Work Experience
• English AND French speaking
• Diploma or similar qualification in human resources
• 4 years human resource generalist experience
• Proficiency in MS PowerPoint, Word and Excel

Functional and Technical Competencies

• Performance and Career Management, Employee Relations, Coaching and Mentoring, Result Orientation, Verbal and Written Communication Skills, Relationship Management, Problem Solving, Negotiation Techniques, Change Management

Behavioural Competencies

• Effective Decision Making, Communication and Presentation Skills, Planning and Organizing, Teamwork, Self-Development and Entrepreneurship, Big Picture Thinking, Innovative

Leadership Competencies

• Value Differences and Diversity, Courage, Instill Trust, Tech Savvy, Drive Vision and Purpose, Strategic Mindset, Thrive in Multi-Cultural Environment