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Title:  HR Business Partner



Partner with business leaders to understand their HR needs and provide effective HR solutions and interventions. Implement HR initiatives and programs to support the business unit’s growth and alignment of business and people strategies with corporate objectives and priorities. Ensure that HR policies and processes are in place to support business needs and drive business performance.



Strategic Partnering

-             Translate company and business strategies into HR strategy and objectives, and build a HR agenda that supports the delivery of these strategies

-             Anticipate and address the business’ needs by providing HR consultation to managers on strategic people related matters impacting the company

-             Mentor and coach the managers on HR activities and issues

-             Proactively advise on continuous improvement in people areas


Talent Resourcing & Management  

-             Work with the hiring manager to define job requirements and sourcing strategy

-             Work with the hiring manager to make final hiring decisions, and liaising with the Comp & Ben team to define compensation package details where required

-             Identify key and critical talent ensuring a robust retention, development and career plan in place

-             Support succession planning and recruitment of talent (skills, experience, culture & organisation fit)

-             Work with business leaders on functional competencies and capabilities development


Industrial Relations (for HRBP – SC)

-             Develop effective relationships with the union

-             Participate in the negotiation and renewal of the Collective Agreement (CA)

-             Interpret the CA with managers and employees to ensure fair and consistent application

-             Support any industrial or legal disputes


Employees Relations

-             Coach and assist managers through the process to manage any disciplinary or performance issues with employees ensuring fairness, consistency and adherence to process and legislation

-             To be a trusted advisor and confidant for employees to solve problems, provide advice and be an advocate on behalf of employees

-             Manage and resolve employee relations issues


Leadership, Engagement & Culture Development

-             Work with Centres of Excellence teams (e.g People & OD, Comp & Ben) to develop leadership capabilities and pipeline

-             Provide on-going performance coaching and feedback to the managers regarding issues of managerial style, communications, and employee interactions.

-             Provide advisory and counsel to managers on all organization and human resources issues

-             Assist in the roll out and communication of the climate survey to ensure maximum response rate

-             Assist managers in the interpretation, communication and action planning of the climate survey results


Organization Design and Change Management

-             Assist the business leaders in defining the future organization resource and skills requirements

-             Facilitate and provide expertise around change management projects

-             Participate proactively in the design of ‘to be models’ (process, ways of working, org structure) i.e. HPO, WCBO

-             Leader of the People Development Pillar (TPM) and member of the Steering Committee in Supply Chain

-             Manage the restructuring process to align workforce planning strategies

-             Ensure job descriptions are kept up-to-date


Policies and Procedures

-             Ensure employees’ understanding on Heineken’s Policies & Code of Conduct and support completion of elearning modules

-             Provide useful insights on HR data and analytics to facilitate business decisions and corrective actions

-             Maintain a high standard of quality and operational excellence in HR processes




•             Understanding of Employment Law in practice

•             Proven experience in business/commercial environment

•             Line management experience

•             HR management experience

•             Experience in union management and relationship (for HRBP – SC)




7-12 years of HR related experience

Job Segment: Supply, HR, Change Management, Employee Relations, Supply Chain, Operations, Human Resources, Management

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