HR Site Lead Cape Town

Welcome to Haleon. Were a purpose-driven world-class consumer company putting everyday health in the hands of just three years since our launch weve grown evolved and are now entering an exciting new chapter one filled with bold ambitions and enormous opportunity.

Our trusted portfolio of brands including Sensodyne Panadol Advil Voltaren Theraflu Otrivin and Centrum lead in resilient and growing categories. What sets us apart is our unique blend of deep human understanding and trusted science.

Now its time to fully realise the full potential of our business and our people. We do this through our Win as One strategy. It puts our purpose to deliver better everyday health with humanity at the heart of everything we do. It unites us inspires us and challenges us to be better every day driven by our agile performance-focused culture.

Are you entrepreneurial comfortable with ambiguity and passionate about HR If so this role might be exactly what youre looking for.

Role overview:

Haleons Cape Town site manufactures health products in solids liquids and powders with complex regulatory factors technical processes and high-risk activities. We are currently seeking anHR Site Lead Manufacturingto join our team in Epping. The HR Site Lead will develop the local people strategy & priorities based on the site and functional needs driving the business strategy and global people priorities. They will partner and coach the Site Leadership team to impact performance drive growth and operational excellence through talent capability performance engagement and organisation effectiveness. The HR Site Lead is also accountable for driving functional and cultural transformation.

Key Responsibilities:

This role will provide YOU with the opportunity to lead key activities to progress YOUR career. These responsibilities include some of the following

Talent & Capability

• Develop and drive a proactive talent strategy across the organisation partnering with business leaders to identify develop and retain key talent and drive diversity.
• Lead regular talent and succession planning sessions on the site using potential and readiness mapping (Assess). Identify successors for key roles assess bench strength and define targeted development actions with leaders to enhance capability needs.
• Partner with TA Teams to ensure quality of hires and enhance employer branding by providing insights into employee experience and company culture. Support early career recruitment by participating in site events and developing outreach strategies suited to your market.
• Drive capability development by aligning talent strategies with business goals identifying skill gaps and implementing targeted training and development programs utilising functional and global learning programs where necessary.
• Own leadership development for site leadership teams and potential successors ensuring right coaching mentoring and support is in place to develop impactful inclusive and inspiring leaders.

Performance Management

• Partner with leaders to drive a high-performance culture through effective goal setting feedback development and performance review practices. Support upskilling and leadership development.
• Support performance management and change initiatives to foster a culture of continuous learning ensuring the workforce is equipped to meet organizational objectives.

Organisation Effectiveness

• Lead or support business transformation efforts drive organisational redesign to become future-fit and embed change management practices to improve agility and effectiveness.
• Serve as a coach and thought partner to business leaders helping them enhance leadership impact develop their teams and build organizational health.
• Leverage data and AI to provide insight into workforce trends across all core HR metrics inform opportunities to drive performance and impact further and measure the effectiveness of people initiatives.

Culture & Engagement

• Act as a culture steward by leading engagement initiatives interpreting feedback (e.g. surveys) enabling action planning and championing values and behaviours.
• Drive cultural transformation with the leadership team ensuring that all levels of the organisation are clear on behaviours and expectations to support the overall business growth.
• Manage employee relations cases ensure compliance with local labor laws and HR policies advise managers on people risks and uphold a fair and consistent approach to issue resolution.
• Partner with the business to create inclusive environments drive equitable talent practices and improve representation and belonging across the employee lifecycle.

One HR

• Build strong relationships with COEs (eg Talent Reward Learning Org Effectiveness) to collaborate for impact and drive initiatives required for the business needs.
• Partner with People Services to ensure seamless employee lifecycle management including hiring onboarding movers organisational changes and exits.
• Encourage self-service where possible partnering with People Services to ensure employees are able to access information they require seamlessly.
• Maintain data accuracy and compliance and use Workday for reporting and insight generation.

HR Operations & Compliance:

• Ensure compliance with labour legislation company policies and plant safety standards.
• Maintain accurate HR data for supply chain employees including time and attendance leave and records management.
• Generate and analyse HR metrics and reports to identify trends and recommend actions.
• Coordinate with Health & Safety and Industrial Relations teams as required.

Industrial Relations:

• Foster a constructive employee relations climate by designing and implementing proactive engagement strategies that promote trust transparency and compliance with labour legislation.
• Lead the resolution of complex employee relations matters including disciplinary processes labour court & CCMA cases organisational restructures and change management initiatives ensuring alignment with business objectives and legal frameworks.
• Promote fair and constructive industrial relations within the plant environment.
• Provide guidance and coaching on employee relations performance management disciplinary procedures and conflict resolution.

Basic Qualifications:

We are looking for professionals with these required skills to achieve our goals:

• University degree in Business or HumanResources.
• 10yearsofexperiencein Human Resources3-4 years as a Site Lead with accountability for various client groups.
• Extensive experience in HR in a variety of HR functions (generalist recruitment talent & succession planning learning & development compensation & benefits employee & labor relations cultural transformation) plus management of staff is an asset.
• Ability to learn quickly create innovative solutions work effectively in teams and develop & inspire others.
• Ability to design people strategy & priorities aligned to the site and functional needs.
• Project & change management (eg. organisational design & effectiveness) ability to operate in complex environment with minimal supervision and competing demands.
• Strong interpersonal skills relationship management and influencing skills toadviseand coach leaders at all levels in the organization to ultimately drive performance & effectiveness.
• Strong business acumen and strategic thinking.
• Strong communication storytelling and listening skills for effective engagement and influence

Preferred Qualifications:

If you have the following characteristics it would be a plus:

• MBA or Masters degree an asset but not required
• Experience in a food pharmaceutical or consumer health manufacturing environment a major asset

Please save a copy of the job description as this may be helpful to refer to once the advert closes.

Job Posting End Date

Equal Opportunities

Haleon are committed to mobilising our purpose in a way that represents the diverse consumers and communities who rely on our brands every day. It guides us in creating an inclusive culture where different backgrounds and views are valued and respected all in support of understanding and best serving the needs of our consumers and unleashing the full potential of our people. Its important to us that Haleon is a place where all our employees feel they truly belong.

During the application process we may ask you to share some personal information which is entirely voluntary. This information ensures we meet certain regulatory and reporting obligations and supports the development refinement and execution of our inclusion and belonging programmes that are open to all Haleon employees.

The personal information you provide will be kept confidential used only for legitimate business purposes and will never be used in making any employment decisions including hiring decisions.

Adjustment or Accommodations Request

If you require a reasonable adjustment or accommodation or other assistance to apply for a job at Haleon at any stage of the application process please let your recruiter know by providing them with a description of specific adjustments you are requesting. Well provide all reasonable adjustments to support you throughout the recruitment process and treat all information you provide us in confidence.

Note to candidates

The Haleon recruitment team will contact you using a Haleon email account (@). If you are not sure whether the email you received is from Haleon please get in touch.