Regional Sourcing Unit HR Manager UK&I

PURPOSE & IMPACT:

Business Partner the Lowestoft Sourcing Unit Director and management team, and lead the HR agenda across UK&I Sourcing Units in Hull and Ireland, directly contributing to maximise business delivery by influencing the site agendas and delivery of the agreed Annual People Plan and initiatives for each sourcing unit.

This role is a member of Sourcing Unit Management team of the Regional hub and the Supply Chain HR Leadership Team and plays an active role in driving in year performance and enabling long term business growth. Within the region, the role also coordinates SU HRBPs and works with them ensuring the successful implementation of group initiatives and policies.

Responsibilities

Acts as an effective Business Partner

Partners with Sourcing Unit Director for Lowestoft, actively participating in the management of the factory and driving business performance.

Acts as a coach and confident to the Sourcing Unit Director and other local leaders as required.

Delivers HR Strategy and Local People Plan

Ensures that Nomad Foods HR and Supply Chain HR Strategy is applied consistently across the Sourcing Units by influencing and supporting leaders to actively adopt and sponsor annual HR cycle and in year HR initiatives that include managing the annual salary and bonus review and performance cycle.

Works with local leaders to translate local site needs into clearly articulated organisational and people needs and feed these into the relevant Occupational Health, HR COEs and SC HR Director in a timely way so that these can be factored into the HR strategy. With the Occupational Health team, this role develops and implements a positive attendance approach and regularly reviews our policy.

With the SU HRBPs, the role develops and implements appropriate and compliant local site annual people plans which meet the specific needs of the Sourcing Unit.

Drives and oversees proactive Sourcing Unit Talent Management Plan

Supports the Sourcing Unit Management team to ensure the sites have the right talent now and for the future. Works with local leaders and utilises Talent CoE tools and training teams to develop a succession plan and pipeline of Talent across the sites with robust training programmes. Supports the identification of talent with the required capabilities to progress to Sourcing Unit Leadership roles. Ensures relevant plans are in place to attract, retain, develop/train, and engage talent in critical roles including the availability of the resources to meet team and individual aspirations. Acts as local champion and coach for local talent development as required. Build awareness within the local talent market to attract talent and fulfil our resource requirements.

Consistent excellent execution of HR initiatives and policies in line with local legislation and One Nomad policies

With the SU HRBPs, the role is responsible for the excellent execution across all aspects of the employee lifecycle and in year initiatives in line with both Global standards and local legislative requirements. Works in partnership with SU HRBPs and HR CoEs to ensure a consistent employee experience across the total organisation.

Responsible for scanning and highlighting to HR CoEs and the SC HRD any changes to local legislation and benchmarking (e.g. salary surveys) that impact our sourcing unit sites and markets setting out impacts to our policies, reward proposition and culture, bringing local requirements to life to influence development of HR strategy. Collaboration with local employer associations to be able to influence local strategic developments at an early stage and be aware of governmental changes.

Execution of Industrial Relations strategy

Where required, ensure delivery of localised Industrial Relations and positive engagement with Unite representatives in line with the broader Industrial Relations Plan, to deliver annual pay negotiations and consultation as required, minimising risk of dispute.

Delivers successful management of business change within the Sourcing Units

Translates broader Group, regional and local change initiatives (e.g. department restructuring or shift pattern changes) into a single change management plan for the Sourcing Unit, ensuring that local cultural, legislative and consultation requirements are highlighted and delivered within the change management plan. Be the catalyst between global requirements and local circumstances. Contributes to the development of business cases including rationale, costs and benefits.

Uses Nomad Change Management tools and methodologies to analyse and understand the people and organisational impact of each change initiative and works in partnership with CoEs and HRBP counterparts to identify, develop and deliver relevant mitigating actions such as stakeholder engagement plans, communication plans, training plans etc to embed and sustain the change. Monitors implementation, taking corrective action when necessary and works with counterparts in Finance to track and report on costs, benefit realisation and return on investment.

Custodian of culture, engagement and communication

Works with Sourcing Unit Management teams to establish a One Nomad culture and inclusive environment with an enabling communication strategy. Responsible for embedding effective ways of working, embedding our Nomad values and creating a localised site plan to maintain effective two way communication and engagement. Monitors implementation, taking corrective action when necessary.

Custodian of Nomad SC Operating Model and organisation design

Leads the implementation of the Nomad SC operating model and blueprint into local Region and SU structures in accordance with organisation strategy and design principles, to deliver the required simplification and efficiencies. Works with Sourcing Unit Directors and local Management Teams to ensure adherence to organisation blueprints and the embedding of both structural and ways of working changes through a localised engagement plan.

Data and Insights

Uses data and insights to ensure leaders understand key performance and key risk indicators, advising on the relevant actions required to manage performance and risk. Utilises analytical skills to gather and review data, identifies trends and underlying causes, and devises solutions which enhance the experience of individuals and teams across the Sourcing Units influencing and supporting leaders to adopt and implement these. Oversees accurate HR data management and operational delivery of all HR systems in market aligning local action plan to the Nomad Foods HRIT strategy. Responsible for HR data accuracy in the Sourcing Units and aligning to One Nomad approach for technology and data standards.

Team Development

Coach, develop and support the HR Business Partner and HR community across the Sourcing Units to creating a best in class team. Ensure skills, motivation and capabilities are in place to develop HR talent pipeline and succession plans.

Strategic relationship management

Establish key strategic partnerships with on site agency provider and Catering services and drive for continuous improvement of service. Lead regular review meetings with key stake holders to ensure delivery against KPIs.

Qualifications

Demonstrable experience leading HR agenda in Sourcing Unit environment

Language requirements: Business English.

Proven track record of business partnering with Snr Leadership Team and stakeholders

Proven track record of delivering complex negotiations with workers councils and unions

Experience implementing change agenda within matrix organisation

Multicultural experience across Europe is preferred

FMCG or Retail experience is preferred

Experience across multiple HR functional areas is preferred

Regular Full-Time

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