About the role

HR Business Partner for Glanbia, driving talent and culture strategies in Oceania and Southeast Asia. Focused on teamwork, performance, and high-impact HR operations.

Responsibilities

Partner with the Oceania and Southeast Asia teams to develop a purpose driven, values led culture that enables high performance
As a member of the Oceania & SEA Leadership team, contribute to the shaping of the overall business strategy, including leading the people strategy for the markets
Coach and support the General Manager to build a high-performing Leadership Team
Support the GM to coach the Leadership Team, in support of high performance and leadership effectiveness
Bring a deep understanding of the “pulse” of the organisation to the Leadership Team and inspire leadership accountability for employee engagement
Partner with Hiring Managers and Talent Acquisition to source high quality talent
Work with the leadership team to facilitate to identify talent / high potential employees and build appropriate career plans
Partner with COEs and the broader HR team to (1) deploy global initiatives and (2) to influence the development of regional and global initiatives
Together with line managers, identify training needs and the most appropriate learning interventions
Engage and educate managers to ensure active management of all performance and employee relations issues through informal and formal processes
Facilitate appropriate training for line managers
Take up projects in support of wider HR agenda, collaborating with the teams in the wider Glanbia group

A track record of HR experience working in a fast paced, commercial environment, and the ability to be successful in a matrix organisation with multiple stakeholders
The agility and flexibility to adapt to a changing agenda over time, underpinned by the ability to create excitement for a long-term people strategy
Proven track record of broad HR operational delivery including operational excellence, talent acquisition, employee relations, performance, change management, org re-design and reward
A track record of providing coaching and mentoring support to stakeholders
Demonstrated success in identifying innovative people solutions and then deploying the solution
Strong business acumen with ability to translate business and HR needs into action
The ability to build effective relationships with internal and external stakeholders
Excellent interpersonal skills coupled with a high level of professionalism and a proven track record in influencing senior stakeholders
Proven organisational skills with the ability to manage own workload