Description
The Head of HR is responsible for supporting the Red Bull business by providing strategic and tactical HR services aligned with the Regional and Global HR Strategy.
This role forms part of the Country Management Team and will use insight and expertise to advise, influence, and execute business and people objectives, including identifying and executing strategic initiatives to enable business performance, such as talent management, engagement, and performance.
Key responsibilities include:
Business Partner: Work with the management team to achieve and exceed business targets and advise on people-related plans, impact, and change. Influence key stakeholders to ensure employee and business needs are managed and exceeded. Provide insight and analyses on people-related measures to guide and develop key people focus areas for the management team. Manage and lead direct reports to ensure the team meets objectives and is motivated and engaged. Input into Business Planning process, including Organisation Chart and Headcount forecast. Build relationships across the International HR team to ensure best practice is shared and aligned. Manage and report on the HR Budget, ensuring optimum allocation of resources. Support, advise, and implement Global HR Tools and participate in global project teams.
Talent Management, Development, and Engagement: Drive the talent management agenda in conjunction with managers. Through the management of talent, ensure retention and development of individuals, including bench strength. Ensure annual objective setting and review process is in place and supports line managers where required. Support and implement global training initiatives and training tools, e.g., People Management Program, and Strengths Workshops. Partner with line managers to source quality training and development solutions based on a needs assessment that aligns with the global training and development philosophy (strengths-based). Support Red Bull's Engagement philosophy through management and delivery on the annual engagement survey, outcomes, and action plans.
Recruitment: Identify new methods of attracting talent in the relevant country. Partner with line managers to ensure accurate information is gained and developed for the recruitment process, ensuring targeted and quality recruitment. Utilize market-relevant sourcing channels to ensure favorable outcomes in terms of cost, quality, and time. Conduct professional Performance/Strengths-Based interviews using Case Studies, Candidate testing, Reference Checking, and where necessary, Background Screening. Ensure a first-class recruitment and selection process experience for both candidates and hiring managers. Provide training and development to managers on recruitment, including Top Performer interview workshops. Provide line managers with a framework for best practice onboarding and partner with the line manager to ensure its proper implementation.
Compensation and Benefits: Manage the annual salary and benefits review and administration process. Proactively provide information and insights on market data to support talent attraction and retention. Manage all relevant benefits and rewards programs, including reviewing market trends and implementing new initiatives when required. Oversee the Payroll function, ensuring requirements are met, including monthly payroll, audit, and compliance. Ensure C&B practices comply with global guidelines and directives. Keep up to date on employment legislation. Ensure that HR policies are communicated in a timely manner in line with local requirements. Ensure the proper legal advice is obtained and that all local legal requirements are applied in official HR-related documents and procedures.
General Management: Conduct local exit interviews for all departing employees and provide timely reporting. Manage and report on the HR Budget, ensuring optimum allocation of resources. Maintain accurate employee data in Personnel File and SAP HR. Provide accurate and timely reporting to Management, Regional, and Global HR as required, e.g., Organisational Charts, Employee Movements, HR KPIs, SAP HR. Support, advise, and implement Global HR Tools and participate in global project teams. Utilize tools such as My Wings to communicate HR-related tools, policies, etc.
Requirements: Minimum 5 years of HR generalist/business partner experience, preferably in a matrix environment, working closely with senior leaders, including a General Manager. Proven success in executing HR strategy at a national level, and in developing local HR strategy in line with the national business plan priorities. Experience in project and change management, influencing change, and implementing initiatives. Experience working with HR Information Systems, e.g., SAP HR, Taleo. Previous team management experience preferred. Ability to work under pressure, multitask, and coordinate with multiple deadlines and stakeholders. Excellent communication skills, including written and oral communication, presentation, and training skills. Team player with a cooperative attitude towards sharing information and knowledge. Proficient in MS Office, especially Excel and PowerPoint. Travel: 10-20%.