People Business Partner

Job description

Dreaming big is in our DNA. It’s who we are as a company. It’s our culture. It’s our heritage. And more than ever, it’s our future. A future where we’re always looking forward. Always serving up new ways to meet life’s moments. A future where we keep dreaming bigger. We look for people with passion, talent, and curiosity, and provide them with the teammates, resources and opportunities to unleash their full potential. The power we create together – when we combine your strengths with ours – is unstoppable. Are you ready to join a team that dreams as big as you do?

The key purpose of this role is to be accountable for driving the HR agenda in the respective Business Unit with specific responsibility for implementing elements of the integrated Business Unit capability strategy for the Business Unit, with reference to organization and role design, talent and skills, ways of working, and engagement. The role is accountable to coach and support line managers in delivering people processes and ensuring that they deliver support to their customer that is integrated, enables and adds value to the function/ Business Unit.

Key outputs and responsibilities:

The incumbent will embed best-in-class people practices and processes, while ensuring that the interests and needs of the function and its team members are addressed, in order to sustain a culture of high performance and high engagement. This will be done by:
Serving as the People driver and coach to the leaders and leadership team in leading, managing and supporting their teams to deliver on the business strategy using the appropriate tools and knowledge
Developing a deep understanding of the business’s operations, its perfomance drivers and metrics, in order to deliver cost-effective and value added People programmes and solutions that will enhance overall business performance
Building strong relationships with the functional teams based on mutual respect and trust, in order to partner effectively, influence decision-making and coach on a range of confidential and sensitive issues
Ensuring that the People service delivered is aligned to results of the respective function
Critically reviewing transactional People work on an ongoing basis and providing input to potential solutions to improve efficiency and effectiveness
Driving the resolution of customer issues and constantly looking for opportunities to improve the People service
Implementing local policies, reviewing these and using the appropriate protocols to deal with exceptions, working with the appropriate Specialists
Coaching, supporting, mentoring and challenging managers in the application of People policies and practices, providing advice and guidance on People issues in order to minimize risk and financial exposure
Sharing and leveraging best practices with other People Business Partners in the broader People Team
Coordinating implementation of services, policies, and programmes in conjunction with Specialists and providing feedback to the Specialists on the effectiveness and impact of processes -work with them as appropriate to ensure continuous improvement
Reporting performance data in alignment with the agreed Functional Targets (TSC)
Ensuring excellence programs are executed and adhered to as per Zone and Global guidelines
Maintaining people costs and ensuring they come in line with the budget

Key attributes and competencies:

Track record of building good relationships and credibility with business leaders based on solid commercial understanding and an ability to identify customer needs and go beyond just delivering defined People solutions
Ability to solve business problems pragmatically and at speed; a) assimilating issues and ideas into clear requirements; b) generating solutions based on own insight or learning
Personal and career maturity to comfortably guide and coach leaders and managers
Strong communication, engagement and interpersonal skills; delivers impactful messages and influences outcomes
Experience in aligning structure, process and routines to implement and anchor changes
Sound familiarity with good People specialist disciplines and how to best leverage these–ranging from talent management and career development, recruitment, performance management, organizational development and design, compensation and benefits, to learning and development
Ability to get work done and make a difference i.e. performing and delivering businessoriented people solutions and approaches through influence, coordination, and individual effort
A bias for action and speed, and a track record of delivering in a resourceful manner

Profile

University degree in Human Resources or related discipline or an equivalent experience
Business/commercial acumen
Strong stakeholder/relationship management
Coaching
Customer-centric approach
Resilience
Very strong communication skills
Innovative mindset
Dynamic and enthusiastic
The ability to interact professionally with individuals at all levels of employees
Professional attitude and strong leadership capability
Ability to work independently and exercise personal initiatives

Experience

Experience in managing a team, managing budgets and coaching

Reporting Structure
Direct Reports (solid line):

Two

Dotted line reports:

None

Additional Information:

Band: VII

ABInBev is an equal opportunity employer, and all appointments will be made in line with ABInBev employment equity plan and talent requirements. The advert has minimum requirements listed. Management reserves the right to use additional/relevant information as criteria for short-listing.