People Business Partner

Primary Purpose:
• To assist in recruitment, development, utilisation and retention of ADAMA employees.
• Liaise with CEO and Line Managers to undertake or assist with specific initiatives, projects and assignments.
• Support the implementation of people programs and strategies that enhance our culture including: recruitment and selection, performance management, compensation, talent development, employee engagement & retention, and internal
Scope/Dimensions:
Assist with the delivery of operational/guidance and support to Line Managers and ADAMA employees.
People Agenda:
• Support the design, development, and execution of critical HR initiatives and projects (Recruitment and Selection, Talent and Performance Management, Compensation- Org Design, Learning and development and Employee Engagement).
Recruitment and Selection:
• Support the end to end recruitment and selection process for key positions.
• Develop and implement a sourcing strategy to identify and attract talented candidates (active and passive candidates) to Adama.
• Proactively build a talent pipeline for strategic positions.
Talent and Performance Management:
• Implement and reinforce performance evaluations in a consistent, fair, and objective manner to facilitate open communication and encourage continuous performance improvement.
• Liaise with Line Managers detect and facilitate individual and group performance issues.
• Support and collaborate in the talent mapping process and the execution of strategic development plans for key talents.
Compensation- Org Design:
• Support in major exercises such as annual performance calibration process, annual remuneration, salary adjustment review, entry pay review and other projects assigned.
• Research, benchmark and analyse best practices on rewards to implement locally.
• Support the implementation of organizational design initiatives which includes the compensation, role scoping, position levelling, etc.
Learning and Development:
• Partner the business to identify appropriate learning interventions and facilitate the implementation.
• Launch, implement, promote and monitor the usage of internal learning platforms SPARK and Learning Edge
• Liaise with Line Managers and develop Individual Development Plans
Employee Engagement- Culture:
• Design and deliver local and group wide communication initiatives e.g. townhalls, celebrations, leadership team meetings etc.
• Accountable for executing and monitoring the annual Engagement Survey Action
People Manager (Administrative Activities)
• Write monthly reports for the Executive Management Team meeting
• Manage performance management software (SuccessFactors) is correct and up to date for all employees
• Ensure all Human Resources files are kept up to date and secure
• Manage all the company HR policies and procedures ensuring they are up to date.
• Assist in migrating current and updated policies and procedures to Salesforce and OneDrive
• Draft Staff Announcements on behalf of Managers (new starters, people exiting, change of positions or restructures)
• Manage the new starter and exit forms in conjunction with I.T Manager where permission issues need to be managed
• Provide company wide payroll services for both new and existing employees including maintaining the relationship with our outsourced payroll provider.
• Management of payroll with payroll . Advising them of the payroll requirements, check / fix their outputs prior to CFO/CEO approvals
• Oversee half year and full year performance review co-ordination
• Work in conjunction with APAC HR leader on:
o Headcount requirements
o Potential yearly bonus and salary increases in SuccessFactors
o Attend meetings with the APAC People Manager teams
• Draft employee contracts
• Complete exit interviews
• Act as the liaison with legal where required for people issues as directed by CEO
• Responsible for system set up and monitoring of recruitment and selection activities within the system (Success Factors).
• Responsible for system set up and support monitoring of annual performance. management cycle and processes (e.g. target-setting, mid-cycle and end-cycle reviews)
• Attend Global HR Meetings/Training session, sometimes out of business hours
• Other People Management ad hoc duties when required