Kraft Heinz
Description & Requirements
Detailed Job Responsibilities:
People Partner
- Accountable to partnering with stakeholders L6 and below (mostly specialist level and below) in implementing people strategy and translate into action plan to deliver business objective.
Organization Development
- Supports business leaders on organization design and workforce planning (manpower planning) to build up sustainable organization for business growth.
- Support business leaders and accountable for adhering to the organization design and manpower plan (MPP).
Recruitment & Onboarding
- Identify future and current recruitment needs of the business and work closely with the Recruitment team to recruit the best talent for the company
- Support onboarding to new hires to provide an understanding of the culture and their role in the company- by conducting presentation (if needed)- explain organization structure and conduct checkpoints with new hires.
Talent Development
- Support the Organization & People Review (OPR) & PMD process & meeting/ discussions to align the organization with the needs of the business and identify employees for succession plan
- Accountable to ensure OPR action plan is executed as per agreed with business leaders (OPR Adherence)
- Develop a competency model/career book- including but not limited to position validation- competency mapping and development- functional capabilities and analysis
- Develop a competency-based training & development plan based on the Competency Framework
- Support the discussion with business leaders (people manager) on people career plan;
- Support the business in preparing Performance Improvement Plan- Individual Development Plan- coaching on people issues
Budget Management
- Accountable for budget People Compensation (promotion- re-band etc.) for level B15 and below
- Support in monitoring and assessing Institutional & People HR budget- working with package owner of Institutional and People HR.
Employee Relations
- Be the first point of contact for various employee matters- including career development discussion- succession planning- capability needs- policy-process-procedure related queries- employee relations- queries on rewards
- Support in employee activities to improve engagement- included but not limited to conventions- offsite- innovative projects.
Employee Retention
- Drive specific employee engagement and employee experience action plan as agreed with business leaders
- Conduct retention (ad-hoc & strategic) discussion
P&P Process
- Ensure delivery of HR process- policy and procedure comply with Labor law
- Provide administrative support with regards to P&P process from Onboarding to Offboarding
- Conduct ad-hoc process improvement as needed
Data Analytic
- Support in translating people analytic data into actionable strategic plan- to be shared to leadership in Corporate functions.
