Position Details

Position Title:

Head of People & Capability, Asia

Direct Report Position Titles:

P&C Manager, R&B Manager, Office Facilities Manager, Health, Safety and Wellness Manager, L&D Manager

Internal Contacts:

Group Support teams, P&C team, Leadership Team, P&C Manager

External Contacts:

Various HR suppliers, HR Networks and peers in like organisations

Line Manager’s Position Title:

Chief People & Capability Officer

Primary Purpose: 1-3 key statements that describe the main purpose of the position i.e. What is done; Why is it done; and How is it done.

• Develop and implement a People & Capability strategy with processes and systems in place to drive business improvements and achieve the vision.

• Transform the P&C team to operate in a business partnering model that drives a positive performance based culture

• Lead and coach the P&C team to deliver the people strategy in a manner that is aligned to and supports the Group People strategy.

• Develop a People & Capability framework that focuses on a high-performance culture, retention of hi-po talent, internal succession planning and line manager capability

Position Scope

Area of Accountability

Key Responsibilities & Deliverables

Performance Measures & Targets

Talent Management

• Proactively identify new roles and changes required to existing roles ensuring is able to consistently meet the changing capability needs of our Group businesses and customers
• Develop and drive recruitment and talent plans across the region to ensure:

• • Attraction of high calibre new talent,

• • Build a robust talent pipeline internally and externally

• • Minimize talent gaps for key roles

• • Line management roles vacant for minimum duration possible

• Coach and educate line managers to utilise objective selection processes when recruiting for key roles, including consideration of succession plans

• Ensure appropriate induction / on boarding programs are in place and adequately supported
• Leverage and collaborate with the Recruitment and Talent SME teams to deliver outcomes

• Ensure right people in the right jobs
• Succession plans in place for all critical roles
• Positive contribution to the achievement of a diverse workforce in line with business Strategy
• Development plans in place for all roles
• Hi-po retention

Strategy & Change

• Develop a comprehensive P&C strategy that addresses people and organizational needs and opportunities, aligned to overall People Plan
• Work collaboratively with operational leaders and teams to drive change initiatives that positively impact organisational culture and develop capacity to meet key business and people management objectives
• Lead projects and engage SME’s across the business to support the realisation of strategic initiatives and projects as required, including P&C specialist functions and support functions
• Support the P&C team with the rollout of cross business initiatives into stores. Engage stakeholders across the broader business to ensure robust development and delivery of P&C initiatives
• Work collaboratively with leadership team and senior leaders in to ensure alignment and support of key people strategies and change initiatives.

• Quality of strategy development and delivery of agreed outcomes.
• P&C initiatives for delivered to required time, cost and quality standards
• Effectiveness of P&C initiatives as measured by PIR feedback measures, P&C audit results and user adoption
• Feedback from LT and senior sourcing business stakeholders

Performance improvement

• Establish and communicate performance expectations within including ensuring clear KPIs, expectations of culture, behaviours and high-performance protocols are set, including appropriate recognition processes.
• Ensure performance management review processes and framework are implemented in a consistently and timely manner across.
• Ensure organisation design initiatives and strategic initiatives have the right people in the right roles to support strategy
• Review structures and manage restructures using effective change management techniques as required
• Support line managers deliver performance management processes including proactive performance counselling with a view to improving performance
• Support line managers in making and delivering exit decisions where performance management processes have not resulted in satisfactory performance improvement outcomes in accordance with relevant local employment legislation.

• KPIs communicated and regular performance reviews conducted
• Organisational structure designed to support achievement of strategies
• Successful identification and resolution of performance management related issues and outcomes
• Ensure team members with “below expectations” performance ratings are either developed to perform or managed out of the business in a timely manner
• Successful implementation of recognition initiatives

Lead and manage team

• Actively recruit develop and retain exceptional talent to ensure objectives are continuously met
• Lead the P&C team in alignment with Values to deliver required business performance

• Goal Sheet plans in place for all direct reports (inclusive of KPIs and development plans)
• Performance management issues are addressed effectively in a timely manner
• Recognition of high performing team members

Culture and Engagement

• Lead the values within the P&C team and across and support the business to embed the values so they are lived and breathed by all team members everyday.

• Develop and execute a cultural development and change programs in line with the strategy
• Measure, improve and sustain high levels of team engagement across through relevant cultural surveys and change initiatives

• Influence and coach managers and team members to live and role model the desired values and leadership capabilities to create a positive working culture.
• Drive recognition and celebration programs

• In full and on time delivery of agreed initiatives
• Engagement survey results relative to targets
• Exit survey feedback
• Turnover and absenteeism metrics
• Recognition program acceptance and utilization

Learning and Organisational Development

• Align learning and development programs with the Capability Framework to enhance Line Manager capability over time
• Identify opportunities in our current training programs and engage with Learning & Development to develop programs to support continuous improvement in line manager capability
• Support and ensure the effective delivery of Leadership programs
• Leverage and collaborate with the Learning & Development SME teams to deliver outcomes

• Leadership Development outcomes
• Retention of Key Talent metrics
• Improvement of line manager capability
• Leadership program participation metrics

Diversity and Inclusion

• Embrace and support Diversity strategy and ensure adoption
• Coach the P&C team and Line Managers on understanding and delivering the diversity and inclusion programs, focusing on gender balance and disability employment
• Leverage and collaborate with the Diversity & Inclusion Program manager to deliver outcomes

• Disability employment & retention metrics
• Gender balance retention metrics for leadership roles

Other Areas of Accountability

Key Responsibilities/Major Activities

Values and Behaviours

• Grow Together, Reach Higher, Live Integrity, Take Care, Think Customer
• Embrace, lead and act in accordance with Values and Behaviours
• Lead by example by complying with Code of Conduct, Company Policies and all laws / regulations that apply

Safety

• Accountable for a safe site for everyone, every day by implementing and evaluating safe work practices, improving safety performance and celebrating safety achievements
• Reported and identified hazards are actioned
• Report site incidents

Emergency Management

• Assist in the implementation of emergency response and building evacuations

Position Dimensions

Interpersonal Skills with Internal Contacts

• Collaborates effectively with others
• Communicates information
• Influences others
• Negotiates
• Delivers results
• Leads teams effectively at both a direct report level as well as peer level
• Strategic planning

Interpersonal Skills with External Contacts

• Collaborates effectively with others
• Communicates information
• Influences others
• Negotiates

Budget Accountability I.e. Sales/Revenue or Capex/Opex

• Not applicable – manages to approved headcount number and cost

Judgement Required to Achieve Position Objectives

• Follow department processes
• Adapt/refine/modify department processes if required
• Create department processes/policy
• Develop/modify business policy/ systems/ programs
• Provide input to division or functional strategy
• Is accountable for development of division or functional strategy

Key Challenges of This Position

• Excellent execution every day of the People Plan through peers and line managers
• Delivery of day-to-day P&C support through the P&C teams in line with the ways of working
• Delivery of key metrics on target e.g., absence, turnover, safety
• Improving team engagement as measured through the Your Voice survey
• Delivery of the annual remuneration cycle
• Delivery of cultural change initiatives to support vision and strategy
• Maximising talent across through initiatives to encourage a more diverse workforce