HR Business Partner

Position Snapshot
Location: Lahore, Pakistan
Company: Nestlé
Job Type: Full Time, Permanent
Qualification: Masters/Bachelors Degree

Position Summary
The HR Business Partner (HRBP) acts as a strategic link between the Human Resources team and Agri Services business by partnering with on ground teams to facilitate talent acquisition, drive employee engagement, and support the implementation of talent and succession strategies. HRBPs provide guidance on employee relations, talent management, and organizational development, while also ensuring compliance with HR policies and procedures

A day in the life of an HR Business Partner:

• Ensure Performance and Talent Management drive the achievement of business goals through objective and development plan setting, performance calibration and talent development. Lead talent calibration to ensure high performance is rewarded and developed in line with the Management Development Cycle. Implement business unit succession planning / talent management plans that support business goals. Ensure People Managers use tools effectively to assist individual and team performance improvement at all levels.

• Establish and maintain effective win – win working relationships with functional teams through an environment that fosters communication and cooperation. Promote and foster a culture that is productive, open, empowering, safe and equitable. Coach employees to behave and make decisions in line with Nestlé Management and Leadership Principles and Nestlé Corporate Business Principles.

• Ensure Line Managers and employees understand the HR model and can quickly and efficiently access solutions. Implement people strategies that attract, develop, retain, and maximize employee contributions in line with both short- and long-term business objectives.

• Collaborate with Center of Expertise (CoE) to ensure initiatives and projects are designed and implemented that support business people plans. Provide objective and timely feedback to CoE teams on the quality of service to ensure the overall HR service to the business unit meets or exceeded agreed standards.

• Ensure a compliant and efficient recruitment process that adheres to internal policies and external regulations. Equip hiring managers with the necessary tools and capabilities for effective engagement and manage multiple sourcing channels to enhance the talent pipeline while building strong relationships with key recruitment stakeholders.

• Drive engagement initiatives in the assigned business unit / function by fostering a culture where employees feel valued, motivated, and connected to the organization's mission.

• Establish and maintain effective "win – win" working relationships with a geographically dispersed team through an environment that fosters communication and service delivery. Maintain relationships with employees at all levels of the function, promote and foster an environment of open communication.

What Will Make You Successful?

• Bachelors/Masters (Preferably in Business Administration, Human Resource Management or Organizational Psychology) from an HEC recognized institution.

• 6 to 8 years of relevant experience in talent management, organizational development, learning or business partnership.

• Sound knowledge of CoE Expertise, employment law & labor regulations, compensation frameworks, performance/talent management and organizational design.

• Ability to be proactive, adaptable, and quickly respond to changing market demands. Stay ahead of the curve by continuously learning and adapting the ongoing workforce planning and retention strategies.

• Ability to actively engage with internal employees by highlighting the company's values, culture, career growth opportunities, and employee benefits during career conversations.

• Working exposure in matrix structured organizations with multiple divisions and/or business groups/categories. Courage to constructively challenge the status, keeping the value or respect intact. Prior experience of working in the FMCG sector will be an added plus.

• Ability to build rapport and trust with line managers, HR teams, and other internal/external stakeholders.

• Ability to lead and execute initiatives for a geographically dispersed team with frequent inter city travelling.

• Possess Emotional Intelligence to effectively coach through the awareness of others' feelings, needs and concerns and reading a group's power relationships

Position Snapshot
Location: Lahore, Pakistan
Company: Nestlé
Job Type: Full Time, Permanent
Qualification: Masters/Bachelors Degree

Position Summary
The HR Business Partner (HRBP) acts as a strategic link between the Human Resources team and Agri Services business by partnering with on ground teams to facilitate talent acquisition, drive employee engagement, and support the implementation of talent and succession strategies. HRBPs provide guidance on employee relations, talent management, and organizational development, while also ensuring compliance with HR policies and procedures

A day in the life of an HR Business Partner:

• Ensure Performance and Talent Management drive the achievement of business goals through objective and development plan setting, performance calibration and talent development. Lead talent calibration to ensure high performance is rewarded and developed in line with the Management Development Cycle. Implement business unit succession planning / talent management plans that support business goals. Ensure People Managers use tools effectively to assist individual and team performance improvement at all levels.

• Establish and maintain effective win – win working relationships with functional teams through an environment that fosters communication and cooperation. Promote and foster a culture that is productive, open, empowering, safe and equitable. Coach employees to behave and make decisions in line with Nestlé Management and Leadership Principles and Nestlé Corporate Business Principles.

• Ensure Line Managers and employees understand the HR model and can quickly and efficiently access solutions. Implement people strategies that attract, develop, retain, and maximize employee contributions in line with both short- and long-term business objectives.

• Collaborate with Center of Expertise (CoE) to ensure initiatives and projects are designed and implemented that support business people plans. Provide objective and timely feedback to CoE teams on the quality of service to ensure the overall HR service to the business unit meets or exceeded agreed standards.

• Ensure a compliant and efficient recruitment process that adheres to internal policies and external regulations. Equip hiring managers with the necessary tools and capabilities for effective engagement and manage multiple sourcing channels to enhance the talent pipeline while building strong relationships with key recruitment stakeholders.

• Drive engagement initiatives in the assigned business unit / function by fostering a culture where employees feel valued, motivated, and connected to the organization's mission.

• Establish and maintain effective "win – win" working relationships with a geographically dispersed team through an environment that fosters communication and service delivery. Maintain relationships with employees at all levels of the function, promote and foster an environment of open communication.

What Will Make You Successful?

• Bachelors/Masters (Preferably in Business Administration, Human Resource Management or Organizational Psychology) from an HEC recognized institution.

• 6 to 8 years of relevant experience in talent management, organizational development, learning or business partnership.

• Sound knowledge of CoE Expertise, employment law & labor regulations, compensation frameworks, performance/talent management and organizational design.

• Ability to be proactive, adaptable, and quickly respond to changing market demands. Stay ahead of the curve by continuously learning and adapting the ongoing workforce planning and retention strategies.

• Ability to actively engage with internal employees by highlighting the company's values, culture, career growth opportunities, and employee benefits during career conversations.

• Working exposure in matrix structured organizations with multiple divisions and/or business groups/categories. Courage to constructively challenge the status, keeping the value or respect intact. Prior experience of working in the FMCG sector will be an added plus.

• Ability to build rapport and trust with line managers, HR teams, and other internal/external stakeholders.

• Ability to lead and execute initiatives for a geographically dispersed team with frequent inter city travelling.

• Possess Emotional Intelligence to effectively coach through the awareness of others' feelings, needs and concerns and reading a group's power relationships