HR Executive

• Set the People agenda in line with Area and Region's People priorities.
• Day-to-day liaison and support on all HR related matters.
• Manage confidential, complex and sometimes highly sensitive matters requiring discretion and tact.
• Administration and processing of HR documentation, e.g new starters, employee moves, etc. using the SuccessFactors system and agreed SOPs.
• Support Line Managers in the induction process of new joiners by ensuring onboarding and communications are up to the required standards.
• Coach Line Managers in dealing with employees in difficult situations, focusing on early intervention and local resolution, negotiating and applying appropriate remedial action including mediation as required on a case-by-case basis.
• Support LM and EE in complex ER matters and conduct investigations.
• Provide advice on the application and interpretation of HR policies to line management and employees.
• Ensure smooth appointments, promotions and salary changes for respective functions including assisting with salary and promotion guidance.
• Ensure compliance with employment laws and regulations.
• Provide advice on the application and interpretation of HR policies to line and to employees.

• Data validation & reporting as required for smooth HR cycle activities implementation and in line with Global requirements against data integrity.
• Facilitate HR cycle activities including reward, performance, standardised surveys.
• Conduct stay and exit interviews with purpose and insights.
• Support Line Managers during the exit process including both voluntary and involuntary separation.
• Work closely and continuously with Reward to ensure that the organization remains in sync with market trends and that BAT remains an employer of choice.

• To run Area Talent Review Meetings with appropriate outputs.
• Support line managers through the recruitment process to identify and select the high potential talent.
• Provide guidance to the line in creating and updating role profiles and drafting job requisitions.
• Support line managers with the induction process for new joiners and ensure relevant corporate communications are produced.
• Provide support to the line to identify learning & development needs to build current and future capability. Identify and support the implementation of appropriate interventions / solutions.
• Assist with the Talent Lifecyle process - including (not restricted to) communication, presentations, reporting/tracking and facilitation of Talent Review Meetings.
• Coordinate and facilitate in-house learning and development programs. Provide input on the development and improvement of such programs.

• Own HC and EC reporting submissions as per the Global cycle.
• Conduct analysis and reporting during organisational restructures to ensure optimal workforce planning.
• Partner with Country Managers on cyclical OD review to ensure that the organization remains fit for future and ensures that the right WoW are enabled.

• Constant review of existing processes and ways of working to drive continuous improvement.
• Identify roadblocks in key HR processes, cycle activities and data management to ensure superior EE and LM experience as well as improved HR team ways of working.
• Keep a close eye on data insights and trends to ensure relevance of people agenda and OD.

• As a member of the EM Leadership Team contribute in development of the people objectives and ambition, then partner with leadership teams in delivering on people strategy at appropriate levels.
• Strive to promote an environment where people are encouraged to value continuous learning and focus on personal and team improvement in order to realise individual and team potential. Foster a winning environment through effective communication between employees and management.
• Serve as a strategic partner to the business leaders in the organization and provide continuous insight on workforce planning and organizational design.
• Act as a role model for ethical behaviour and drive a culture of integrity.
• Actively drive the diversity & inclusion agenda by partnering at the relevant levels of the organization.
• Promote a positive and engaging employee experience.

• Tertiary degree in Business, Management, Human Resources, Org Development, Psychology or any related field
• At least 2-3 years' experience in HR (e.g., HR Admin, generalist, employment relations or talent).
• Hands-on experience with an HRIS or HRMS (preferred)
• Proficiency in MS Office suite with focus on MS Excel, MS PowerPoint and MS SharePoint
• Basic knowledge of market employment law
• Strong planning and execution skills
• Ability to work autonomously and also as part of a team.
• Use initiative with a high level of organisational ability

• Global Top Employer with 53,000 BAT people across more than 180 markets
• Brands sold in over 200 markets, made in 44 factories in 42 countries
• Newly established Tech Hubs building world-class capabilities for innovation in 4 strategic locations
• Diversity leader in the Financial Times and International Women's Day Best Practice winner
• Seal Award winner - one of 50 most sustainable companies

British American Tobacco