HR Business Partner - Central America and Caribbean (CACEM)
hace 3 días

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
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