HR Business Partner - Plant

Job description / Role

HR Business Partner - Plant (Al Ain)

Implement the HR strategy in operations. Ensure that day to day operations is aligned with culture and HR standards of the business and the HR function is focused on the critical business imperatives. Operates in accordance with strategic directions and priorities for the business.

Responsibilities:

Productivity
- Facilitate the Annual Business Planning and Manpower Budgeting for the vertical and drive productivity through manning norms.
- Monitoring and reviewing HR costs and budgets for the vertical.
- Provide leadership to the units for OE project implementation
- Adhere to normal productivity benchmarking norms.

Driving the Talent (ABC) Strategy. With focus on the following:

“A” for Assessment:
- Drive performance assessment process (PMS) for the vertical by working with the COE to standardize KRA, Annual Appraisal & Calibration.
- Drive IDP’s based on the Assessment results in all units and Owns for all Leadership & Critical Associates for all non mamagerial associates

“B” for Buy, Borrow, Build, Bind and Bounce
- Determine the talent plan and talent mix for the vertical basis productivity norms.
- Borrow -Drive “Borrow” talent through Integration of all people assessment processes. Decide action for filling up positions through - internal job postings, Internal Promotions, Transfers for non managerial positions.
- Build– “Build” talent through:
- Creating an integrated IDP, using inputs from Competency Feedback, Assessment Process, PDF & Appraisal Feedback. Review and Monitor the IDP’s Quarterly along with the Business head of the specific Unit.
- Work with COE L&D to determine the behavioral and functional needs for vertical capability building and measure Skill improvement on an annual basis.
- Bind (Retaining/motivating the employees) – implement retention and motivation techniques - Work with respective COEs to define support and action plan for non managerial employees.
- Drive Business Performance through the correct usage of Incentives
- Bounce - Basis the Bottom Talent Identification, drive focus on performance improvement through PIP, Skill improvement, role change etc.

“C” for Culture- Enhancing Engagement and Culture Building in terms of the 5 elements of culture
- Diversity – Execute the “Inclusive” strategy for diversity & growth.
- Drive a Performance culture through B 5 strategy.
- Coaching - Institutionalize Coaching (Listening Skills, Asking Questions instead of giving answers , Rapport building , Emotional Intelligence) as a core people process for non managerial employees.
- Drive a culture of statutory compliance, workplace rights and Safety

Other imperatives
- Capability Building : Building HR Capability in their respective vertical working with the COE for L&D
- Communications predominantly internal communication including managing employee relations. External communication include obtaining licenses and permissions and meeting government reporting requirements.
- Employee relations issue, first point of contact at unit level. Deal with grievances.
- Responsible for staffing budgets decisions and standard manning norms. Work with supply chain director on work environment and improvement of operating conditions and culture. Other items escalated to manager.
- Supervisory Responsibilities - Performance management recruitment and separation.

Requirements

- Should have relevant work experience of around 8-10 years in the HR field, preferably Plant experience in FMCG Sector
- Should have a Masters Degree in HR
- Proficient in MS Office, in particular Advanced Excel.
- Having a valid UAE Driving License would be an advantage.

About the Company

The Coca-Cola Company (TCCC) is the world's largest beverage company, refreshing consumers around the world for over 137 years. Our unrivaled portfolio includes more than 500 sparkling and still brands and more than 3,800 beverage choices, with iconic brands such as Coca-Cola, Sprite, Fanta, Costa Coffee, Monster, Powerade, Minute Maid, Nutri Boost, and Schweppes.

The Coca-Cola Bottling Investments Group (BIG) is TCCC’s global bottling arm whose operations are primarily focused on markets in Asia and the Middle East, covering 13 countries with 45 plants and over 38,000 employees, serving 1.8 billion consumers. BIG has evolved over the years and the future is exciting — it is currently regarded as a world-class bottler and a role model for system alignment, with many years of experience winning in the market and developing talent and innovations in the countries where it operates.

The Gulf Coca-Cola Beverages (GCCB) is a bottling company of The Coca-Cola Company and the Gulf Cooperation Council (GCC) region. The joint venture operates in four (4) countries namely, Bahrain, Oman, Qatar, and the United Arab Emirates (UAE). The company produces and distributes a variety of non-alcoholic beverages under the Coca-Cola brand in the Gulf region. It is a place where you can make a positive mark on the world. Whether through our sustainability initiatives, human rights work, or the ripple economic impact each person creates by simply doing their job well, there are endless opportunities to build shareholder value and make an impactful contribution to many communities.