Want to help us bring happiness to the world? Want to join an ambitious and fast growing global biscuits and confectionery business investing heavily in iconic global brands, infrastructure and people? Then this is the place for you.
As proud bakers and chocolatiers and custodians of iconic global brands, we don’t compromise on the quality of ingredients in our products or on the people we hire. We are looking for entrepreneurial spirits who share our passion for bringing happiness to our consumers and who embody our Winning Traits.
To succeed at pladis you need to bepurpose-led,resilientandpositiveto succeed here because we expect pace andagility, we insist oncollaborationand demand accountability. If that is your thing, then pladis offers global ambition, a clear Vision and roadmap for success, challenge, and unrivalled opportunities to learn and make an impact
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Thepurpose of the role is
1. To provide HR leadershipand business partnering support at site by working closely with the site leadership and management teams, as well as the various teams within the wider UK&I HR function to ensureall HR activity is adding value in line with the site plans and strategies, and is aligned to wider HRpriorities for the region
Principal Accountabilities
2. To play a central role as part of the Site Leadership Team,developing strong, credible relationships with the team, and being instrumental in setting site direction and strategy, and leading on the creation of people strategy. Challenge the status quowhilst operatingcomfortably outside own functional space.
3. Own the HR agenda for site/functions in line with agreed functional agendas covering performance management, talent development, engagement, reward and industrial relations.
4. Work in partnership with senior leaders and senior managers on establishing and implementing solutions that support the ongoing development of leadership capability. Provide coaching support to the wider management team on people related matters.
5. Work with leadership teams to identify key areas impacting upon business performance such as functional capability or engagement levels. Accountable for the measurement and evaluation of issues and work in partnership with sites/functions to build action plans to improve performance.
6. Provide the necessary link to other teams within the wider HR function as required, including Recruitment,Central Engagement, Central L&D, Employee Relations, Occupational Health & Wellbeing, HR Shared Services.
7. Own and lead the creation of site people plans thatare fully aligned to site strategic prioritiesand wider HR priorities, ensuring full integration of the HR agenda for the site, including engagement and site driven L&D priorities.
8. Build strong relationships with site trade union teams that foster positive employee relations across the site. Partner with the Site Lead on ongoing engagement with the site trade unions, including pay negotiations and other matters requiring consultation on change. Lead the site relationship with Regional Trade Union Officials and National Officers.
9. Take ownership and lead on all site trade union consultation and negotiation, to include site re-organisations and pay negotiations, and working agreement reviews. Create, align and execute consultation and negotiation plans.
10. Lead resolution of complex function or site wide employee relations matters (including site wide), in partnership with site senior management. Apply employment law expertise to situations which require a balanced risk assessment in consideration of approaches to these which can create business risk.
11. Maintain close links with other HR Business Partners across the UK&I to ensure consistency of HR practices and the management of any read across and wider implications of local site wide initiatives or decisions.
12. Partner with the Site Lead on creation of future facing site change plans including organisation design, planning (including impact assessment, risk assessment and mitigation planning) and implementation of changes, and wider stakeholder engagement of proposals. Full responsibility for leading people workstreams.
13. As required lead UK wide Supply Chain HR people initiatives as part of roleSC wide change projects, align and coordinate the activities of other members of the HRBP team in these.
14. Contribute to UK Consultation Joint Forum with our trade union partners, participating and leading workstreams arising from this forum.
Through line management of the Site Engagement Lead, take accountability for
15. ongoing measurement of engagement levels across all worker groups at site, as well as engagement action planning to address key areas. Holding leaders to account in their roles in owning this agenda
16. Developing Site driven CSR agenda – accountable for creation, maintaining and delivery of this agenda, and execution of central CSR agenda
17. Developing site driven Inclusion & Diversity and Employee Value Proposition plans, and execution of central IDE/EVP agenda
18. Execution of centrally driven Health & Wellbeing plans, including provision of support and leadership to the site Mental Health Ambassador network
Through line management of the Site L&D Coordinator, take accountability for
19. Compliance training across site – including Health & Safety, Food Safety, Ethical standards, as well as inductions.Support central L&D initiatives as they arise
20. Developing and maintaining a clear understanding of the L&D offering within pladis UK&I and optimise opportunities to ensure these are accessible to targeted groups/individuals in order to develop colleague, management and leadership capability levels
21. Maintain links with HR centres of excellence, ensuring timely engagement and cascade of any new initiatives or required policy changes
22. Monitor management information generated by the Employee Relations team on keymetrics relating to areas such as Absence Management, Disciplinary & Grievance to ensure thatsite practices are effective and at the required standard. Provide proactive intervention as needed, identifying support, upskilling requirementsand improvement opportunities. Work with the site and ER team to take these forward
23. For HR related areas, oversee readiness for major ethical and retailer audits at site, and take ownership of corrective plans arising from these, ensuring consistency of approach with other sites. Work in partnership with site leadership team to drive the required standards in key measurable areas such as delivery of ethical training and working time compliance.
24. Work with relevant leadership team members and our recruitment teams to oversee recruitment and resourcing decisions and activity at the site. Directly partner on all senior recruitment needs at site
25. Management and leadership of team of a small team of HR professionals providing coaching, performance management and development opportunities to support team member growth
26. Deputise for Head of SC HR, assuming an active role with the UK HRLT as required
27. Take budgetary responsibility for HR team and L&D budgets
Knowledge, Experience, Qualifications & Skills
Essential
28. Strong communication skills with the ability to engage, influence and motivate a wide range of stakeholders at a senior level plus trade union representatives and officials at various levels
29. Substantial previous experience of working in a fast movingHR environment with strong and associated understanding of interconnections / drivers of Employee Engagement / Employee Life Cycle
30. Previous experience of leading complex re-organisations with senior stakeholders
31. Previous experience in leading the development of medium to long term people plans linked to strategy and site priorities, in conjunction with senior stakeholders
32. A track record in leading people / organisational change from development to implementation
33. Experience of having developed people plans linked to strategy in collaboration with senior management
34. Experience ofidentifying andimplementing improvements/ solutions to people practices at a site level
35. A background of having experience of key employee relations matters – D&G, Absence Management, complex disputes
36. Experience of taking a lead role with site Trade Unions or representative forums on employee relations matters
37. Passion and drive to motivate and engage colleagues to make a real difference to the business
38. Builds respected, trusted and supportive relationships with key stakeholders
39. Strong planning, project management andorganisational skills, with the ability to work flexibly to ensure the efficient and successful delivery of the site people plan
40. A personal desire to continuously learn and develop to ensure new practices and thinking are understood and embraced.
41. Able to demonstrate sound interpretation, understanding and application of employment law, case law and associated best practices
42. Experience of problem solving, prioritisation and decision making in pressurised /time critical environments.
Desirable
43. Previous experience of a manufacturing environment
44. CIPD qualification
45. Trade Unionnegotiation skills GAP Negotiator course or equivalent.
pladis is an Equal Opportunity Employer, committed to hiring a diverse workforce. All openings will be filled based on qualifications without regard to race, color, sex, sexual orientation, gender identity, national origin, marital status, veteran status, disability, age, religion or any other classification protected by law.
We operate a strict Preferred Supplier List. If you are a recruitment agency and wish to submit candidate to be considered for this vacancy, you must have agreed to, and signed, our terms of business.
We will not accept CVs from any other sources other than those currently on our PSL. We will not pay a fee for any candidate that has not been represented by a provider on our PSL.