Barry Callebaut

About the Role

The HR Business Partner provides HR guidance, analyzes metrics, resolves employee relations issues, and works with management to improve work relationships and productivity. He/She contributes to the definition of the strategy. He/She is responsible for monitoring the execution of the Human Resources strategy, policies and procedures. HR Business Partner acts as a business consultant, motivator and guide for all employees, with the aim of understanding the global and specific issues related to the management of human capital and of proposing and then implementing tailor-made solutions that closely support business objectives. He/she is a defender of Barry Callebaut values, corporate culture and HR service offer within the departments that he/she accompanies, supports and develops. This role reports to the HR Country Manager.

Key Responsibilities

• Proposes a realistic yearly budget during budget projection meetings; track monthly expenses and optimize the validated budget
• Ensures the yearly implementation / HR tools in its geographical area. If necessary, proposes local adaptations and/or specific to its scope
• Anticipates yearly departures and participates in the planning of human resources needs and the development of related budgets
• Leads the weekly recruitment process, ensuring that the exercise is done objectively and in accordance with Barry Callebaut policies and procedures (professional category, grade and level, etc.) and the legal context in force,
• Manages monthly the entire integration of new arrivals (new recruits and/or internal movements: before, during and after an arrival (logistical organization, integration day, definition of a sponsor/mentor, trial period interview, etc.)
• Ensures by trimester, in collaboration with the HR Ops team, the proper management and completeness of personnel files from hiring to exit by guaranteeing the integrity and confidentiality of data
• Manages on request administrative and/or disciplinary procedures in accordance with the legal framework and HR policies in force
• Coordinates and facilitates the weekly execution of all programs/projects (Stay interview, IDP, PIP etc.), the performance and talent management process, and ensures the proper execution of the cycles in accordance with deadlines,
• Supports the yearly organizational design activities, development programs, and their deployment to help maintain efficient and agile organizations
• Provides daily support to Managers in managing relationships with teams to explain and give meaning to organizational and strategic decisions
• Ensures daily constant listening to all employees on all deficits related to human capital, proposes the most appropriate solutions, helps to implement a solution, and if reassessed, readjusts to a new alternative. Performs feedback, constraints and progress periodically to the hierarchy.
• Ensures monthly compliance (internal/external HR audit) and monitors the application of social legislation in the areas of the labor code and collective agreements (unions, staff representatives, worker’s council, etc.)
• Ensures the daily commitment and level of participation of employees in all HR initiatives and projects relating to the culture of the company and is the guarantor, sensitizer and trainer for all
• Coordinates the daily development and monitors the implementation of action plans for social climate surveys and all other corrective initiatives or initiatives aimed at improving Talent engagement
• Generates, monitors and draws up Monthly HR reports and summarize and analyze statements relating to the progress made within its scope with the indicators defined by Barry Callebaut and in the areas of monitoring
• Participates in the trimester identification of risks related to the management of human capital and then contributes to defining, implementing and coordinating the monitoring of mitigation actions.
• Manages the daily provision of quality HR services and continuously monitors the improvement of the employee experience by collecting constructive feedback
• Identifies risks/challenges, initiates the drafting of procedures, proposes annual updates, to guarantee a quality service

About You

• Bachelor's degree in human sciences, Social Sciences or equivalent with a minimum of 10 years of experience in the field of Human Resources
• Knowledgeable in the principles and practices of HR planning, Talent acquisition and management (Recruitment, performance, training, development, mobility and succession planning), Compensation and benefits management, and administrative personnel management
• Strong knowledge of employee relations & experience in union relations, strong knowledge in Ghanaian labor law
• 5 years working knowledge of human resources, applicable social law, payroll management and budgetary aspects
• Able to monitor the Talent market, benchmark, and conduct in-depth discussions within local, regional and international HR working groups
• Strongly promote a work environment of well-being, collaboration and capacity building
• Good knowledge and perfect command of Microsoft Suite, ERP, HR software and Google Apps tools
• Experience in defining, deploying and implementing HR projects and monitoring of project progress
• Strong culture for results, data analysis, service and customer satisfaction management
• Self-confident, assertive with good listening, communication and organizational skills