Human Resources Business Partner (12m FTC)

In 1987, Red Bull not only launched a completely new product, it also created and has led ever since a whole new category, Energy Drinks. Today Red Bull employs around 18,000 people in over 177 countries, selling over 12 billion cans last year. The World of Red Bull provides the forum for you to use your talent and passion, to develop & grow yourself and make an impact through our purpose of giving wings to people & ideas.

 

Commencing in April, on an 12-month contract, this role is responsible for proactively leading all aspects of tactical HR support and advice for managers and employees across four departments (Marketing, Finance, Operations & Administration)within Red Bull Australia. The HR BP will also partner with the HR Manager and Head of HR on identifying and executing strategic initiatives that will enable business performance (i.e. talent management, engagement and performance) and deliver the annual people plan. The HR BP will partner directly with functional business teams and be proactive in working with People Managers to maximise people performance. The HR BP understands the business beyond the HR function and influences the overall organisation to ensure superior operations and business outcomes.

BUSINESS PARTNER

• Partners with People Managers to input into and influence the direction of their people priorities, with the goal to drive high performance and engagement, ensure positive impact and successful change management where applicable
• Coaches People Managers to be best in class across the HR pillars: Select, Manage, Develop, Reward and Grow; and ensure adoption of the global HR philosophies
• Influences and manages key stakeholders to ensure employee and business needs are managed and exceeded
• Provides insights and analysis on people related measures to guide and develop key people focus areas for the business
• Leads, champions, supports, advises on and implements global and local HR initiatives, processes and tools
• Supports the HR Manager and Head of HR to define the People Plan for the annual Business Planning process

ORGANISATIONAL DEVELOPMENT

• Facilitates and implements global and local training programs, initiatives and tools
• Partners with People Managers to source quality training and development solutions that is in-line with the global training and development philosophy and is determined by a needs assessment

EMPLOYEE RELATIONS

• Remains up to date on employment legislation and manages compliance within the relevant frameworks
• Provides advice and coaches People Managers to operate within the relevant frameworks and drives managerial empowerment through educated decisions
• Works with HR Manager and/or Head of HR to handle related employee matters if and when they arise
• Ensures that HR polices are current and communicated in timely manner in line with local requirements

COMPENSATION & BENEFITS

• Coach People Managers on the Red Bull Compensation philosophy and drives managerial empowerment through educated decisions
• Proactively provides information and insights on market data to support talent attraction and retention and identifies solutions to issues that may occur
• Partners with the HR Manager and Head of HR to manage the annual compensation and benefits review process
• Ensures compensation and benefits practices comply with global guidelines and directives

TALENT MANAGEMENT

• Coaches People Managers for best practice onboarding and partners with them to ensure it is properly implemented
• Drives the talent management agenda in conjunction with managers through the management of talent to ensure retention and development of individuals
• Partners with the Talent Acquisition Specialist and Hiring Managers to conduct professional Performance / Strengths Based interviews, when required

EXPERIENCE Your areas of knowledge and expertise

that matter most for this role:

• Mid-level HR experience, with proven success in executing HR value proposition and strategy at a national level.
• Previous experience in business partnering and working closely with senior leaders, within a global or complex matrixed organisation.
• Experience in facilitating workshops and training programs; utilising your excellent written and verbal communication skills.
• Strong experience managing end-to-end employment lifecycle (including employment relations cases) and providing pragmatic solutions for both the employee and business.
• Ability to quickly build effective relationships, locally and across borders, along with the ability to prioritise effectively and focus on multiple tasks and requests.