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A Cargill produz e comercializa internacionalmente produtos e serviços alimentícios, agrícolas, financeiros e industriais. Fundada em 1865, a companhia emprega 139.000 funcionários em 65 países. A Cargill ajuda seus clientes a alcançar o êxito por meio da colaboração e da inovação, e está comprometida a usar seus conhecimento e experiência globais para superar desafios econômicos, ambientais e sociais onde quer que faça negócios.
No Brasil desde 1965, a Cargill tem o perfil de uma companhia diversificada. Suas raízes estão ligadas ao setor do agronegócio, sendo também uma das indústrias de alimentos mais importantes no País. Com sede em São Paulo (SP), a empresa está presente em 18 Estados brasileiros por meio de unidades industriais e escritórios em cerca de 120 municípios brasileiros e aproximadamente 7.000 funcionários.

Client HR Manager (Consultor RH) (v830635)

  • Código da vaga:v830635
  • Nível hierárquico:Supervisão/Coordenação
  • Local:São Paulo / SP / BR
  • Quantidade de vagas:1
  • Data de expiração:01 de Novembro de 2013
Description:

A member of the CIS Business Unit (70%) and Research & Development function (30%) HR teams who takes direct accountability for the HR outcomes and results for the Client Groups assigned and provides talent management, organizational and industry expertise and analysis to enable the Client Group strategic plans. This position will be accountable for talent management, performance management, compensation, engagement and HR solutions. Coordinates delivery of HR services with shared services and COE partners. The responsibilities outlined here will be provided to a defined subset of CIS Business Unit (Brazil Operation) and Research and Development function (Latin America team). A critical component is matching the HR processes with the businesses’ strategic goals.

Principal Accountabilities:

30% Business Leader:

• Understands business imperatives and people impacts of the BU or product line strategy; works with sub-BU group to achieve BU/function strategy
• Analyzes industry and competitive issues impacting BU strategy, supporting BU HR Leader
• Participates in industry groups to conduct benchmarking
• Coordinates and aligns delivery of all HR services to the business or function to ensure value creation
• Participates in compliance related activities including HR audits, AAPs reports and investigations
• Supports Industrial Relations Strategy for the Business, where applicable.
• Supports M&A activities for the business, where applicable.

30% Talent Leader:

• Identifies talent components of growth/strategy objectives including competencies for all employee segments
• Executes BU/Function talent management strategy outlined by BU HR Leader
• Champions employee development within the business or segment
• Aligns BU objectives with compensation processes
• Supports movement of resources across the businesses
• Accountable for working with appropriate HR partners to ensure workforce/resource planning deliverables are executed

20% Culture Steward:

• Understands and shapes the desired culture of the workgroup and engagement.
• Champions and promotes the employee performance management and development process
• Participates in action planning on engagement activities;
• Promotes communication across the BU/function to ensure key messages to foster employee engagement
• Provides analysis and recommendations on engagement actions as well as benchmarking
• Supports BU (function) and Platform Diversity initiatives

10% Change Management and Other Items that Require Attention:

• Business Excellence application and preparation (If applicable)
• HR audit participation – core and process
• Innovation system participation–
• Project management
• Building change capability in designated business (function) area.

10% Coaching and Developing Direct Reports/Partners/Management:

• Develops the HR team and build bench strength
• Coaching business partners and providing input to further develop business talent

Required:

• Bachelor’s degree in HR or related field
• Experience in HR Generalist foundations in Compensation, Employment Law, Employee Relations, and Talent processes
• Experience with assessing, coaching and developing people, include indirectly as part of project
• Demonstrated ability to manage and implement people processes and HR solutions
• Demonstrated experience participating and leading change efforts characterized by effective communications, strong partnerships with managers, and strong employee engagement
• Demonstrated track record in taking initiative, working independently and handling multiple priorities simultaneously
• Demonstrated willingness and ability to partner, build, and sustain positive working relationships with both managers and employees
• Proactively address talent issues as they relate to business strategy
• Thought leader and strong Influencing skills
• Conflict management and resolution skills
• Strong business acumen, including fundamentals of finance
• Coaching and mentoring skills
• Strong communication (verbal/written/using technology related communications/able to manage a regional or global call and presentation to a satisfactory conclusion)
• Demonstrated collaboration with other businesses and/or functions
• Strong drive for results with practical, result and outcome focus
• Ability to operate at both the strategic and tactical level
• Business partnering and customer orientation
• Emotional and cultural intelligence
• Fluent in English








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