Job Description

Griffith Foods is a global manufacturer of food products. We provide a wide range of taste and texture components for food industry customers throughout the world. Our products include seasoning blends, dry mixes, coating systems, dough blends, crumbs, flavors, sauces and food bases that are used in an extensive variety of application from snack foods and processed meat and poultry to ready meals. Our customers include food processors, restaurant operators and grocery retailers. While our name may not be familiar to consumers, our products are key components of foods offered by many of the world's best-known companies.



The purpose of the role:

The HR Business Partner for India is the primary contact to the Griffith Foods India leadership and team and reports to the HR Director. Leading a generalist HR service for India. This involves the development and implementation of policies and programs covering a broad range of HR activities including Talent Acquisition, Employee Relations, Organizational Development and Training and HR administration. Also supports HR Director IMEA in implementing initiatives into India region. Performs other duties as assigned.

IMPACT

• The HR Business Partner for India holds a critical leadership role, directly influencing the overall performance and growth of Griffith Foods India. By acting as the primary HR contact for both the leadership team and employees, the HR Business Partner ensures that HR policies and programs are effectively developed and implemented, spanning Talent Acquisition, Employee Relations, Organizational Development, and HR Administration.


KEY ROLES AND RESPONSIBILITIES

• Leading generalist HR support to the daily needs of the Head office and manufacturing site.
• Responsible for the HR Management of local labor forces including Talent Acquisition and resourcing at all levels, local retention strategies and attendance management.
• Works with Managing Director and Leadership team on reporting of employee statistics and data.
• Close liaison with Managing Director and Leadership team to embed our People Strategy and implement locally focusing on the EVP and people experience at all levels.
• Responsible for the management of HR administration and payroll for all locations supported.
• Works with the HR Director IMEA to ensure that all local HR strategies link to the overall HR strategies of the Global and IMEA business.
• Works as a key member of the Unit Site Management team to develop Employee relations strategies to ensure good working relations and develop a high performing organisation among associates at all levels.
• Conducts training sessions with local managers on best practice in relation to dealing with employees and ensures managers are kept up to date with key legislative changes.
• Conducts regular reviews of local HR procedures and processes to ensure they comply with best practice and law.
• Supports HR Director IMEA in the implementation of the salary review in relevant Unit locations.
• Ensures day to day issues within the Unit are resolved and support to people issues is given where necessary
• Conducts local job evaluation reviews in accordance with the job evaluation process.
• Ensures company benefits are administered and sourced in a cost effective and timely manner.
• Directs local programs and processes that maintain employee morale and supports the relevant Unit business such as associate events and recognition systems.
• Works with line management and within the agreed India resources & framework to develop training initiatives to meet the organizational development needs of the business and agreed personal development plans.
• Ensures that our workforce is inclusive and diverse and that we meet equal employment opportunity standards.
• Acts as a counsellor to local management and associates.
• Carries out specific HR Projects in support of the implementation of the IMEA HR strategy together with the HR Director IMEA


FUNCTIONAL KNOWLEDGE

• Aligned to HR Business partner capabilities, the successful candidate will:
• Change Enablement: Drive change by taking a comprehensive approach, including the development of a change ready culture. Bring forward unique needs of manufacturing population and management.
• Data Analysis: Leverage technology and data analysis techniques to improve performance or customer service. Manage data collection, analysis and report generation aligned to needs of the business.
• Employee Development: Address organization capability gaps and supplies talent development processes and solutions. Effectively partner with training peers.
• Employee Engagement/Relations: Work with leaders to develop and implement broad-based employee engagement solutions. Air grievances; investigates and resolves plant employee relations issues. Maintain all required legal and governmental labor postings.
• Performance Management: Work with managers to set business aligned and measurable goals and provide ongoing performance feedback. Support management to ensure annual process is executed effectively, in a compliant and fair way, and within timelines.
• Talent Acquisition: Develop proactive strategies to attract key talent. Manage talent acquisition process for all level roles, including conduct new hire orientation.
• Compensation: Align company strategy and goals with external market data and other factors to design programs. Support management in executing salary planning process.
• Operations: Perform operational/tactical human resources activities as required.


BUSINESS EXPERTISE

• 10 years in Human Resources, atleast 3 years in a manufacturing environment.
• Master's degree in human resources, Business Administration, or a related field
• Implementation of policies and programs covering a broad range of HR activities including Talent Acquisition, Employee Relations, Organizational Development and Training and HR administration.
• Understanding of HR best practices and labour legislation. Proficiency in HRIS and other HR software


TALENT MANAGEMENT RESPONSIBILITIES

• Carries out Talent Management and supervisory responsibilities in accordance with Griffith Foods policies.
• Responsibilities include planning, assigning, and directing work, appraising performance.
• coaching and development planning, motivating, rewarding, and disciplining employees; addressing complaints and resolving problems; interviewing, hiring, training, and retaining employees.


PROBLEM SOLVING

• All day-to-day decision are made with autonomy. These include employee relations, hiring decision. Separation/exits are approved by Dir HR and Managing Director.
• Strategic talent management decisions are made by the Director of HR and the General Manager, with execution carried out at the India level.


INTERPERSONAL SKILL

• Creating New & Different: Strategic Mindset
• Understanding the Business: Customer Focus
• Understanding the Business: Financial Acumen
• Focusing on Performance: Drives Results; Ensures Accountability
• Influencing People: Drives Engagement
• Being Flexible and Adaptable: Situational Adaptability
• Managing Execution: Plans and Aligns
• Optimizing Diverse Talent: Builds Effective Teams
• Being Authentic: Courage


EQUAL EMPLOYMENT OPPORTUNITY

Griffith Foods believes that all persons are entitled to equal employment opportunity. Griffith Foods does not discriminate against qualified employees or applicants because of the following actual or perceived characteristics: race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, breastfeeding or related medical condition, national origin, ancestry, citizenship, age, physical or mental disability, genetic characteristic or information, AIDS or HIV status, order of protection status, marital status, military or veteran status, unfavorable discharge from military service, or any other status protected by federal, state, or local law. Equal employment opportunity will be extended to all persons in all aspect of the employer-employee relationship, including recruitment, hiring, participation in benefit programs, training, promotion, transfer, discipline, layoff, recall, and termination.



In carrying out our commitment to equal employment opportunity, Griffith Foods will make reasonable accommodations for applicants and employees with known disabilities unless doing so would result in an undue hardship, safety, and/or health risk. Applicants and employees requiring reasonable accommodations must notify Human Resources.