Customer Operations Thailand and National Flow to HR Business Partner Job at Unilever (Bangkok)

Job Description

As the Customer Operations (CO) and National Flow to HR Business Partner, you have end-to-end responsibility for all aspects of the people agenda for the Customer Operations TH Team as well as a support responsibility for Customer Operations Greater Asia. By effectively partnering the CO team, you will be using your understanding of the role in supporting the business to diagnose talent, organization, culture, and capability needs to improve factory performance. This role partners the Customer Experience, Logistics, Integrated Planning, and MDM Team in Thailand.

Job Responsibility

Customer Operations (CO) HR Business Partner
Understand the current organization design, the gaps and collaborating with business leaders to resource for value
Governance of overall workforce resourcing against the Destination organization and overheads budgets including planning/tracking of FTEs, interns etc
Coaches and advises business leaders in the optimisation of organisation and team design techniques to improve performance
Assess the talent needs of the organization to design and deliver the most effective talent solutions
Engage and communicate with all employees the vision for effective teams and effective change management
Builds managers’ capability in performance management and reward decisions
Manage direct and indirect labour cost and partner with leadership team to define solutions to optimize the organization
Ensure proper change management is implemented during organizational changes and transformations
DigiOps People transformation: Partnering with relevant business leads towards upskilling the organization towards the digital operations agenda
Collaborate with CO HR team, SC HR community and the Global capability teams to prioritize and implement Capability interventions
Partner with the leadership team to define the vision and values of the organization
Implement culture activities and initiatives aligned to the team’s overall vision and values
Coach Leaders and Teams in dialing up the edge in Performance Culture and in embracing the new Unilever behaviors
Leading the People Forums for CO TH and GA teams
The Engagement & Employer Branding Lead is accountable for delivering high impact employer branding and engagement initiatives
Translate local Employer Branding direction into a clear annual plan aligned to global EVP and Thailand People Agenda priorities
Deliver employer branding initiatives on time and in full
Prioritise activation for critical and hard-to-fill talent segments
Ensure EVP is embedded across recruitment marketing, early careers, external communications and employee advocacy
Design and deliver national engagement and employee experience programs that strengthen pride, belonging and advocacy
Partner with HRBPs and leaders to translate engagement insights into practical actions, experiences and communications to employees
Support leadership and culture initiatives by shaping employee moments that reinforce winning culture, performance and purpose
Build and run a social-first employer brand engine, focused on authentic human stories and mobile-first content
Develop and sustain an employee advocacy and ambassador ecosystem
Partner with Communications and agencies to deliver compelling, high-quality employer brand and engagement content
Deliver employer branding activation for early careers programs in partnership with Talent Partners
Manage and optimise campus engagement plans and student touchpoints to build sustainable future talent pipelines
Ensure early careers messaging consistently reflects EVP, learning opportunities and career growth
Drive attraction, engagement and conversion of mid-career and experienced talent in priority capability areas
Build and activate talent networks and communities

Requirements

Good knowledge of key HR processes, roles and responsibilities across the entire employee lifecycle
HR Partnering experience in Supply Chain and go-to-market teams in Thailand
Driving organization, capability and culture agenda across 1 or multiple countries
Experience of local country employment norms and ways of working
Experience of working in regional teams (networking, ways of working nuance, where to add distinctive value and understanding tension points)
Business acumen: deep understanding or willingness to truly learn what the business does, what are the key metrics to demonstrate value & impact
More human: High EQ to be able to establish connection, trust and respect from the teams partnered
Strategic thinking and Rigour in data/detail: someone who could zoom out and understand the “why” by diving into data and insights, as well as get hands dirty and brilliantly execute the “what”
Performance Coaching & Casting: ability to coach and challenge leaders and teams
Agility: Openness and willingness to accept ambiguity, learn, experiment and innovate
Organisation Development & Organisation Design
Learning & Capability Development
Performance & Reward
Communication
Project Management
Change Management

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Customer Operations Thailand and National Flow to HR Business Partner

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