Drive results and excellence in execution
Is an adviser for the CACEM countries -based employee group in people related and organizational matters
Coordinates the implementation of the Regional people agenda for the employee group, leveraging global HR initiatives and ensuring adaptation to needs
Interprets HR policies and facilitates the resolution of people-related conflicts and issues; ensures ongoing service excellence through timely issue resolution and execution
Maintains HRIS - WD across employee group and provides appropriate analysis and reporting to ensure effective insights are available
Oversees and administers execution of compensation and benefits programs (e.g., salary increases, bonus payments) in alignment with global policy / practice
Develop talent and capability
Delivers a robust and value-add recruitment (where appropriate), Becoming Bacardi on-boarding, integration & retention strategy for the employee group aligned to global, regional and hub strategy;
recommends talent sourcing needs and salary modifications in order to ensure appropriate staffing levels to support business needs
Assists the HR Director LAC in key career development initiatives (e.g. coaching, evaluations / reviews, transfers, promotions, exits, etc.
across the employee group
Supports and facilitates at times select employee training and development programs, providing tracking to ensure that employees have been impacted by the programs
Supports the identification and development of future leaders through succession planning and talent management activities
Works with the HR Director LAC to guide local business leaders in preparation for and facilitation of talent reviews and in the development of meaningful action plans
Maintains relevant role profiles to ensure clarity and consistency across the country including alignment to global principles
Create a winning team
Tracks and supports employee engagement and reinforces parameters of culture, enabling line leadership to deliver results with an engaged, motivated team
Ensures employee engagement through strong support of Employee Engagement Survey (EES) and informal open-door’ approach
Ensures appropriate market knowledge on labour laws and practices and provides input to help ensure appropriate input on policies and procedures.
Oversees and engages in resolving employee relations issues as needed
Manages employee, regulatory and labour relations initiatives / actions
Cultivates an open-door policy for all employees, therefore continually supporting compliance and integrity in business activities
Ensure effective Systems & Processes
Maintain HRIS / WD for any internal employee changes including processing of internal moves, supervisor changes, title changes, employee personal data changes, etc. .
Responsible for administering the employee exit process, including sending of exit surveys, coordination of communications to relevant departments, and updating the HRIS / WD.
Assists in providing reporting and analytics to support the organization. May include talent management results / usage (Talent reviews, HR Dashboard, etc.
employee metrics (hires, turnover, etc.), and compensation (compa / ratios, ranges, etc.). This list is not inclusive and ad-
hoc projects and analytics needs will be added as needs occur.
Responding to employee questions to assist with basic HR needs.
Assist with maintenance of internal HR / employee Websites as needed.
Performance : Achieve priorities in alignment with annual objectives and quarterly priorities
Customer : Achieve target customer satisfaction measures
Employee Engagement : Drive sustained improvement in engagement and enablement, as measured through the Employee Engagement Survey (EES) and usage of internal communications tools.
Talent : Deliver against talent management activities as measured via the Talent Scorecard or other key measures
Financial : Contributes to effective management of HR budget
Brand / Company Image Protection : Ensure protection of the company and brand through solid HR practices
To be successful in this role you will have / be :
University degree in Business Administration, HR or related business function
5+ years in an analyst or coordinator type role, with experience in a Human Resources function
Strong interpersonal skills with ability to interface with individuals at all levels in the organization
Strong organizational abilities with impeccable attention to detail
Ability to handle confidential information with tact and discretion
Financial or budget management skills a plus
Independent thinker, strong business savvy and judgment to make independent decisions
Aptitude in Word, Excel, and PowerPoint with ability to create professional presentations
Strong analytic skills with ability to pull and synthesize data into meaningful summaries
Knowledge of Human Resource fundamentals a must