HR Business Partner - KFC

The HRBP is accountable for problem-solving and analysis for matters relating to his/her assigned region, in consultation with the Senior HRBP and Regional Coach.

Talent Management:

• Implement talent initiatives as outlines in HR Strategy
• Ensure all critical vacancies are filled timeously
• Driving the internal talent pipeline for the stores that puts the right people in the right place and builds our bench strength across the respective areas
• Ensure the management optimums are achieved with the right management team in each restaurant
• Manage internal talent balance sheet

Build People Capability:

• Implement people capability initiatives as outlines in HR Strategy
• Build our RGM and Area Coach capability through great coaching
• Develop creative solutions for people development within the region
• Leading soft skills development sessions for RGMs with the Region and Area Coaches
• Working closely with the Region and Area Coaches in all areas of the people process to ensure quality of appraisals, mid-year reviews, pay review processes
• Drive leadership capability through the implementation of Heart Styles
• Work closely with Regional and Area coaches in all areas of the people process to ensure quality appraisals, mid-year reviews and IDP’s / pay review processes

Championing culture/driving organisational effectiveness:

• Implement culture initiatives as outlines in HR Strategy
• Drive Yum’s ‘How We Win Together’ principles
• Drive employee engagement through So Good to Work at KFC engagement survey
• Support business in cultivation of the People Promise principles
• Provide HR tools to the business in order to enhance organisational effectiveness
• Provide HR Tools to enable business to drive a strong performance management culture

Fostering engagement:

• Implement engagement initiatives as outlines in HR Strategy
• Help drive an engaging culture for all our Team Members
• Work with Region Coach and Area Coach AC to analyse People Surveys results and develop action plans, embed action plans
• Implement retention strategy and stay interviews

Business partnering:

• Build strong business partnerships with the Area Coaches and the Regional Coach
• Drive key HR metrics to ensure HR value add

Qualifications and Experience:       

• Graduate Degree/Diploma in HR or Business Management
• 6 to 8 years of HR generalist experience ideally gained in a multi-site, customer-focused business. Experience in a remote-based Field HR role is desirable

Knowledge, Skills and Competencies:

• Trusted Advisor: A sought after relationship builder who gains trust by demonstrating TPWY, doing what is promised and getting results
• Strategic Business Partner: Thought leader who understands the business and can translate that know how into smart decisions and actions
• Organisational capability builder:  Grows and builds organisational capability through people, processes and structures
• Can do mentality: HR is a key contributor to the bottom line, and does not restrain the entrepreneurial spirit, pace, growth or dynamism within the organisation
• HR Integrator: Develops and integrates knowledge with creative HR solutions to deliver business results
• Change leader: Facilitates transformative change that matters to the business
• Technology promoter: Leverages technology to lead and support the business and keep people connected
• Innovator: HRBPs work with the Senior HRBP and the rest of the team in order to enhance existing processes in order to drive business results. These innovations are managed within budget and are aligned to business operational requirements