Работа в России, вакансия - HR Executive (Business Partner) • Алматы - id278

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# ProudlyCCI

We are looking for HR Executive to be a part of our HR BP Supply Chain team located in Kazakhstan.

What We Expect:

• Prepare the people plan, foresee the needs, drive HR processes (talent management, recruitment, promotion / assignment, performance, training, remuneration, engagement) and develop necessary system / application suggestions according to business strategies of the customer
• Build effective working relationships with Supply Chain department, delivering high-quality professional services
• Be the first point of contact of Supply Chain employees about all HR related topics. Resolve queries from internal or external customers, suppliers by providing information on processes and the related policies. Consult people in their day-to-day job execution. Work with employees concerns and conflicts
• Develop reporting and deliver analyses of HR data, identify key trends and contribute to the creation of HR insights that enable the diagnosis of business issues, enhancement of employee engagement, and/or improvement of business performance
• Contribute to the drafting of HR frameworks and tools within an area of expertise, ensuring compliance with specified design principles, internal policies, and external legal requirements
• Clarify the need for recruitment requests, evaluate/question required profile and features, conduct Talent Acquisition process (i.e., competency-based interview, assessment centers) in line with potential status of the department, internal balances, the difficulty of the position, fair placement etc.
• Proactively define the talent move needs in line with the business requirements, conduct promotion and rotation process up to Manager level for Supply Chain department
• Prepare strategic talent management plans for Supply Chain: plan succession for related teams, focusing on talent pipeline by defining employees’ strengths, development areas, mobility status, career goals and development actions by using the assessment center evaluations and other feedback resources
• Guide the employees for creating their individual development plans by reporting results of the assessment center
• Enable the competency framework, ensure its execution and applicability at all levels within the organization, partner with Supply Chain managers and supervisors for succession planning, execution and corresponding career planning
• Ensure talent retention by means of identifying, developing, and recognizing the achievements and setting examples
• Check the organizational climate, conduct pulse check / exit interview, analyze the results, report significant subjects to function leaders, prepare action plans along with the business leaders and take / drive action
• Design and implement actions aimed to increase engagement / motivation / performance within Supply Chain employees
• Analyze the headcount needs in line with business requirements, support the budget planning process
• Ensure compliance of Supply Chain employees with the Labor Law and all related laws/legislations
• Provide insight and be included in decision making on Disciplinary processes with the related HR Operations and Legal Team
• Develop and implement policies and work within established procedures to achieve specified goals (recruiting, on-boarding, evaluation, talent development, etc.)
• Identify L& D needs of Supply Chain and to collaborate with L& D team and function to meet those needs
• Provide execution of performance management and conduct PIP process accordingly
• Drive strategic HR BP business processes and HR related functional projects

Qualifications:

• University Graduate

• Minimum 5 years of experience

• Knowledge of Labor Law and HR Functional Competencies

• Language skills: Kazakh, Russian, English - Advanced

• Computer skills: MS Office

We' re an equal opportunity employer. All applicants will be considered for employment without attention to race, sex, color, national or social origin, ethnicity, religion, age, pregnancy, disability, sexual orientation, gender expression or political opinion.

What We Embrace:

• “People Centered” Focus
• Equal Salary Advocate
• A Globally Diverse/An International Workplace
• Inclusive Team-Building Activities
• Digital Learning Opportunities
• Leadership Exposure With Organizational Events
• Inclusive Language And Culture
• Social Clubs/Networks
• Inclusive/Family-Friendly Policies

Who We Are

CCI is a multinational beverage company operating in Azerbaijan, Iraq, Jordan, Kazakhstan, Kyrgyzstan, Pakistan, Syria, Tajikistan, Turkey, Turkmenistan, and Uzbekistan. CCI produces, distributes, and sells The Coca-Cola Company' s sparkling and still beverages. With 30 bottling plants, 3 fruit processing plants, and more than 10,000 employees in 11 countries, CCI offers a wide range of beverages to a consumer base of 430 million.

Our purpose at CCI is to create value for our employees, customers, consumers, and community. In line with our vision to become the best FMCG company, we put people at the core of everything we do. We achieve successful results with our people who come together as One Team, committing to live by our shared values of passion, integrity, accountability, and teamwork. Our ambition is to become a great place to work, which is inclusive, diverse, and inspiring, with its key organizational and leadership capabilities.

Encouraging a diverse and inclusive organization is core to our commitment at CCI, that' s why we nurture it in everything we do. We are proud to become the fourth company to obtain the EQUAL-SALARY global certification and proud to be an Equal Opportunity and Affirmative Action employer, covering in all our countries.

We take responsibility for the future with our Sustainability Commitments for 2030.

Focusing our roadmap on six main areas, including packaging, water, and climate on environmental issues human rights, diversity & inclusion, and community investments on social issues, we pledged 9 commitments to continuously improve our efforts. To ensure that by the year 2030, 35% of newly hired individuals, 40% of managerial positions, and 50% of executive committee members are comprised of women.