Regional HR Leader – Asia (ex. China/Taiwan), CAN recruitment
Position Purpose:
A strategic business partner and HR leader for Animal Nutrition platform in the Asia region (7 countries - Korea, India, Vietnam, Thailand, Malaysia, Indonesia, Philippines). Member of the Platform HR team who takes direct accountability for the HR outcomes and results for the Client Group, leading the CHRM's of Business Regions in their key activities:
- orchestrating talent management
- act as the change leader on organizational development including culture
- contribute to the transformation of HR within Cargill.
- provide guidance and input on business strategy formulation and roll-out
In terms of key processes, this position will be accountable for talent management, performance management, compensation, engagement and HR solutions. Coordinates delivery of HR services with shared services and COE partners. The responsibilities outlined here will be provided to a defined subset of the business unit or function. A critical component is matching the HR processes with the businesses' strategic goals.
The Regional HR Leader - Asia will be the platform HR lead in the region, overseeing the seven countries of the region and enabling the attainment of business objectives by operating as a strategic business partner to CAN Senior Management and Country Managing Directors. All embedded HR employees on a regional basis will report functionally to this position. The Regional HR Leader is responsible for leading the Human Resource function in the business region through optimizing existing Human Resource processes and ensuring connectivity with other HR resources and shared services within Cargill. Regional HR Leader - Asia: Role supports businesses in multiple locations in the region: Korea, India, Vietnam, Thailand, Malaysia, Indonesia, Philippines.
Responsibilities:
Business Leader (30%):
- Ensures effective and efficient delivery of all HR services (including HR Shared Services) and establish common metrics for key HR Processes.
- Partners with Senior Management to establish HR strategies that support business plans, strengthen organizational effectiveness and create a competitive human organization for the region.
- Understands business imperatives and people impacts of the BU or product line strategy; works with sub-BU group to achieve BU/function strategy
- Analyzes industry and competitive issues impacting BU strategy, supporting BU HR Leader
- Participates in industry groups to conduct benchmarking
- Coordinates and aligns delivery of all HR services to the business or function to ensure value creation
- Participates in compliance related activities including HR audits, AAPs reports and investigations
- Supports Industrial Relations Strategy for the Business, where applicable.
- Supports MA activities for the business, where applicable.
- Acts as a liaison between the CAN business and Shared Services.
Talent Leader (30%):
- Align HR processes and services including Employee Engagement, PMP, Staffing, Succession Planning, Employee Development, Compensation and Benefits.
- Identifies talent components of growth/strategy objectives including competencies for all employee segments
- Executes BU/Function talent management strategy outlined by BU HR Leader
- Champions employee development within the business or segment
- Aligns BU objectives with compensation processes
- Supports movement of resources across the businesses
- Accountable for working with appropriate HR partners to ensure workforce/resource planning deliverables are executed
Culture Steward (20%):
- Understands and shapes the desired culture of the workgroup and engagement.
- Champions and promotes the employee performance management and development process
- Participates in action planning on engagement activities;
- Promotes communication across the BU/function to ensure key messages to foster employee engagement
- Provides analysis and recommendations on engagement actions as well as benchmarking
- Supports BU (function) and Platform Diversity initiatives
Change Management and Other Items that Require Attention (10%):
- Business Excellence application and preparation (every 2 years)
- HR audit participation - core and process
- Innovation system participation
- Project management
- Building change capability in designated business (function) area.
Coaching and Developing Direct Reports/Partners/Management (10%):
- Provides day-to-day management and coaching for embedded HR professionals and ensure HR talent is continuously being developed and meeting the current (and future) needs of the business.
- Coaching business partners and providing input to further develop business talent
Skills
- Bachelors degree (or country equivalent degree)
- 12+ years of Human Resources/Business experience
- 5 or more years experience leading/managing people within an HR function
- Experience with assessing, coaching and developing people, include indirectly, as part of project
- Demonstrated ability to manage and implement people processes and HR solutions
- Demonstrated experience participating and leading change efforts characterized by effective communications, strong partnerships with managers, and strong employee engagement
- Demonstrated track record in taking initiative, working independently and handling multiple priorities simultaneously
- Demonstrated willingness and ability to partner, build, and sustain positive working relationships with both managers and employees
- Proactively address talent issues as they relate to business strategy
- Relentless internal drive to continuously improve the HR function.
- Thought leader and strong Influencing skills
- Conflict management and resolution skills
- Strong business acumen, including fundamentals of finance
- Coaching and mentoring skills
- Strong communication (verbal/written/using technology related communications/able to manage a regional or global call and presentation to a satisfactory conclusion)
- Demonstrated collaboration with other businesses and/or functions
- Strong drive for results with practical, result and outcome focus
- Ability to operate at both the strategic and tactical level
- Business partnering and customer orientation
- High level of emotional and cultural intelligence
- Ability to travel approximately 40% internationally
- Ability to handle highly confidential information