Senior HR Business Partner

Job Description

About KerryKerry employees are problem solvers. We seek innovative ideas to drive business growth and create new opportunities to nourish the planets growing population through responsible, sustainable, and ethical practices.Our expertise and offerings now include the customisation and production of ingredients, flavours and technologies across the food, beverage, and pharmaceutical industry.All day, every day, we draw on our values of commitment, teamwork, excellence, entrepreneurship, and value creation as we partner with other industry leaders to bring better food, beverage, and pharma products to consumers around the world.About the roleThe Senior HR Business Partner role will have responsibility for Scotland andNorthern Ireland sitestherefore travel will be required in this role. Partnering with and coaching business leaders within their allocated region in shaping and executingorganisational effectiveness and talent management priorities. They will also collaborate with COEs and GBS to ensure seamless delivery of agreed HR priorities.Key ResponsibilitiesTalent Management: Liaise with HR leadership and functional/business leads to drive out the Talent Reviews/related action plans across the relevant business areas, building solid plans to ensure best in class talent capability & related development.Ensure that all talent initiatives are tracked, with progress and impact evaluated against actions identified. Work with business stakeholders to assess talent needs & agenda over a short to longer term view, identifying and driving people development actionsas applicable. Develop specific initiatives to address challenges and opportunities. Provide key metrics around talent retention, mobility and promotion. In addition, act as a business champion for our graduate programme within relevant business areas andfunctions. Partner proactively with the Graduate Programme team.Positive Employee Engagement & Relations: Proactively drive, support and track employee engagement initiatives, with a view to consistently capturing & actioning feedback from respective business groups. Align all initiatives with broader view (i.e.HR leadership and/or business-driven as appropriate). Closely partner with stakeholders in driving ownership for engagement through to business leadership at all levels.Organisational Effectiveness: Implementation of targeted people-related business initiatives to drive organisational effectiveness and sustainable improved business performance. Proactively and routinely review people structures & capabilities andhelp to deliver a talent pipeline to provide the necessary capability to improve and grow the business. As part of planning process, evaluate specific initiatives against broader HR and business agenda to ensure alignment of approach & methodology as applicable.Track progress of people agenda deliverables against backdrop of business and functional performance against objectives.Additional ResponsibilitiesChange Management: Be a champion for change and lead the people agenda in driving business change initiatives across Kerry. Contribute proactively in identifying opportunities for business enhancement programmes; implement people related change programmesincluding culture change, and assist in the management and communication process across all relevant stakeholders. Coordinate with HR leadership, local HR teams and central HR colleagues in delivering against identified change objectives.Reward: Drive calibration around reward decisions through managing performance agenda in a robust and consistent manner, and ensuring appropriate connection is made between reward & performance at all levels of the organisation. For locally drivencollective arrangements, work with HR leadership to evaluate & execute against opportunities for optimal and sustainable business cost structure. Training & Leadership Development: Ensure man