HR Business Partner - Supply Chain

With 3.4 billion people in over 190 countries using our products every day, Unilever is a business that makes a real impact on the world. Work on brands that are loved and improve the lives of our consumers and the communities around us. We are driven by our purpose: to make sustainable living commonplace, and it is our belief that doing business the right way drives superior performance. At the heart of what we do is our people – we believe that when our people work with purpose, we will create a better business and a better world. At Unilever, your career will be a unique journey, grounded in our inclusive, collaborative, and flexible working environment. We don’t believe in the ‘one size fits all’ approach and instead we will equip you with the tools you need to shape your own future.

Job Purpose

HR Business Partners play a critical role in aligning HR strategies with overall business objectives, responsible for delivering human resources strategy, priorities and Activities within business. This will include, but not limited to, Talent Management / Succession Planning, Organizational and Leadership Development, Employee Engagement, Change Management, Employee Advocacy, Industrial Relation, Conflict Resolution, and Coaching & Counseling. The job works closely with the site Leadership teams and leads a team of HR professionals to execute the Business HR Strategy, including providing day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions), improve work relationships, build morale, and increase productivity and retention. They serve as trusted advisors to senior management, providing valuable insights to enhance organizational performance and productivity. By understanding business needs, HR Business Partners develop tailored HR solutions, fostering employee development, talent management, and succession planning. Their strategic focus on workforce planning and employee engagement contributes to creating a positive work culture and driving sustainable business growth.

What will your responsibilities be

• Delivers HR support to the business and ensuring HR delivery is fully aligned to business goals in their area of business

• Supports managers and teams in business delivery through enhancing their capability to deliver Strategy into Action (SIA) components, manage their people, implement change and build relations with key stakeholders (internal and external)

• Utilises the talent development process and tools delivered by the Expertise Teams in order to provide and develop the diverse talent pipeline for both the short- and medium-term needs of the company

• Collaborates with the business for the creation of a high - performance culture by implementing team and organisational design solutions, providing measurable performance indicators and improvement plans. Confidential

• Brings HR insights (including Employee and Industrial Relations) to bear on all people related issues (people, capabilities, organisation, leadership and culture) • Ensures and facilitates HR service delivery to the business • Interfaces with many roles, for example SPM (Service Provider Management), Support Areas (for e.g., Finance, Legal, Corporate affairs, etc), HRBPs, Expertise Teams, HR Clients, Unions, etc. This will vary depending on the role.

• In serving as a critical member of the Coastal leadership team and will require the demonstrated potential to effectively and proactively influence stakeholder relationships

• Responsible for activation of the local Human Resources plan activation (including the talent component)

• Provides input into the Talent strategy for the business through developing insight and analysis of people related business issues and opportunities (by activating global solutions, e.g. Talent Management tools/ processes and diversity metrics, etc)Implements, and coordinates change initiatives to support enhanced organisational effectiveness within the business, including leading the assessment of organisation design and recommendation of suitable design/ structures to support business growth; Tracks delivery against the case for change using analytical and data-driven approaches to business and organisational issue analysis

• Assess organisational culture & work collaboratively with relevant leadership teams, employees and union stakeholders in increasing employee engagement, wellness & inclusion; Interacts with HR and business colleagues within and outside the business to ensure alignment of HR activity in the spirit of One Unilever

• Works with HR colleagues from Expertise Teams to deliver HR interventions within the business .

• Collects Human Resources/ Organisation Effectiveness metrics and measurement for the business across entire HR lifecycle.

• Monitors and addresses legal compliance issues to by ensure that the organisation complies with local and national laws (for e.g., recruitment, diversity, data protection, employee contracts) • Is responsible for delivering Employee & Industrial Relations (ER/ IR) to the business, incl. knowledge of legislative and consequent impact on the organisation, relationships with works council/ unions, government/regulatory bodies, community, etc.

• Interfaces with HR service provider for delivery of core HR services to the business and monitors Quality and timeliness of service provision • Escalates HR service provision issues through Service Provider Management (SPM) organisation.

• Encourages groups and individuals to work collaboratively by focusing on the common purpose of the team. Utilises insights from the team’s talents (e.g., strength finder, MBTI – Meyers Briggs, etc.) to deliver the SIA (Strategy into Action)

• Know key issues to look out for and when to get expertise teams involved before escalation. Confidential

• Has financial and budgetary responsibility for HR in his/her geography/function. This will vary depending on the role.

Experience and Qualifications

• Completed, relevant HR related Tertiary Qualification

• Relevant experience in HR systems and processes.

• Good knowledge of key HR processes, roles and responsibilities across the entire HR lifecycle

• Relevant experience in ER/IR systems and process in a complex environment

• Thorough understanding and experience of managing trade unions, key legal, compliance, safety and other regulatory issues involved in key HR processes Ideally has had experience within a supply chain or production environment or end-to-end experience and/or ownership of a business function or of HR service centre environment and/or expertise teams as well as hands -on HR management experience in the business.

Skills

• Comprehensive knowledge of Labour legislation, relevant employment laws and regulations required • External Orientation and networking abilities in the context of social, economic and political trends and benchmarking best practices in ER.

Leadership

• You are an inclusive motivator of people. Your team deliver with real passion, growing and learning from each other whilst delivering quick wins.

• You are still responsible for your own results and as a manager, you also need to motivate others to deliver with passion, creating an inclusive and engaging climate around you. You can balance challenge with support and coaching. You understand the wider business context and you are emotionally intelligent enough to motivate people to deliver what is needed.

• Critical SOL (Standards of Leadership)

Behaviors

o PERSONAL MASTERY: Sets high standards for themselves. Has emotional intelligence to take feedback, manage mood and motivations, and build empathy for others.

o PASSION FOR HIGH PERFORMANCE: Generates intensity and focus to motivate people to deliver results at speed. Takes personal responsibility and accountability for execution and results.

o TALENT CATALYST: Invests in people – coaches individuals and teams to realize their full potential. Creates an inclusive climate, empowering everyone to be at their best.

o PURPOSE & SERVICE: Has humility, understanding that leadership is service to others, inside and outside Unilever.

o CONSUMER LOVE: Invests time inside and outside to understand the needs of consumers.

o BUSINESS ACUMEN: Creates sustainable growth with purpose, engaging different partners across the system for change.

Unilever embraces diversity and encourages applicates from all walks of life! This means giving full and fair consideration to all applicants and continuing development of all employees regardless of age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, and pregnancy and maternity.