People Partner Logistics

Work closely with Group HR to implement a continuous performance culture, supported by new approaches and performance platforms.
• Work with the Group’s Talent Acquisition team to ensure internal and external recruiting strategies result in relevant, high calibre candidates being identified.
• Act as a change agent by looking for new ways to improve the employee experience, work environment and define our employee value proposition.
• Work with Group Talent Development to identify high performing team members, conduct succession planning activities and educate around potential career paths to encourage internal growth.
• Provide clear and inspirational leadership to motivate and develop the team to deliver high quality, customer‐centred services.
• As part of our cultural transformation, provide advice and guidance to leaders and managers around how to act as role models to create a positive and inspiring team climate. Raise awareness amongst employees around how to raise concerns and close off all employee grievances.
• Continually assess our existing policies, procedures, and programs and put forward recommendations to improve efficiencies and employee satisfaction.
• Manage manpower planning activities with the Head of Logistics and ensure vacancies are managed in line with the approved budget and executed as per the correct recruitment process.
• Work with the team to consider competitor and industry approaches and translate these insights into roadmaps that define the employee experience, reveal gaps and pain points, and identify key opportunities for business enhancements and innovation.
• Champion Diversity and Inclusion initiatives, with a key focus on gender diversity, culture change, nationalisation and employee wellbeing.
• Act as a coach and mentor for stakeholders and employees.
• Develop key performance indicators to help identify progress and improvements made on employee engagement.
• Encourage a “growth mindset” amongst team members by collaborating with our Learning team to assess training needs so relevant and inspiring training and development programmes can be put in place.
• Use all available HR data to ensure HR analytics supports all reporting, action planning and decision making and put forward recommendation for change.
• Provide guidance and recommendations on the most complex issues, supporting our team in all related people areas including recruitment, attendance, performance management, succession planning, retention, talent development, compensation and rewards, employee relations, and employee engagement.
• Review logistics operating model and workforce planning approaches to ensure optimal organisational structures are in place to support future focus, growth, scalability and employee satisfaction.
• Continually enhance Logistics onboarding/ offboarding, training and development programs to improve the depth and breadth of the team’s skills set and to raise awareness around behavioural, technical competencies required.
• Define, develop and implement a “People” vision to support our ambitious Logistics Transformation strategy.
• Support with effective employee communication strategies, using sources relevant for fulfillment team members.
• Be an active, visible and effective member of the Logistics Leadership Team, driving People and Culture transformation.
• Participate in the recruitment process through assessment centres or competency-based interviews