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Cargill HR Leader - GEOS Malaysia & Australia in Kuala Lumpur, Malaysia

HR Leader - GEOS Malaysia & Australia

Cargill provides food, agriculture, financial and industrial products and services to the world. Together with farmers, customers, governments and communities, we help people thrive by applying our insights and over 150 years of experience. We have 155,000 employees in 70 countries who are committed to feeding the world in a responsible way, reducing environmental impact and improving the communities where we live and work.

Description

Position Purpose

A member of the leadership team who takes direct accountability for the HR outcomes and results in the business and provides talent management,organizational and industry expertise and analysis to enable the business strategy. It consists of 2 businesses: GEOS Malaysia and GEOS Australia. This incumbent also need to work with GEOS global team for talent development, talent movement, Trading team management, key alignment under global GEOS strategy. In total, the two business include 600 employees, 2 headquarter offices and 4 plants, and around 10 leadership members in 2 countries.

The majority part of this postion will focus on Malaysia, while the key challenge there is to build a strong organization with positive engagement when the business kept having headwin from the external market, talent shortage in Malayasia, also facing challenge internally in terms leadership building, and engagement building. Another part of the scope is to cover GEOS Australia business which is a rather stable business. Need remote coaching and partnership.

Principal Accountabilities

Business Leader (40%):

  • Participates as a member of the business leadership team, integral part of decision making and helping craft the right business strategy, given people implications - providing insights that can help business leaders make the right decisions

  • Translates business strategy to HR strategies; responding to changing needs, understanding the business, industry – thinking like a business leader; using financial measures, such as ROGI, ROI, to help gauge results

  • Understands industry trends and anticipates the impact on the workforce and HR programs, represents business in industry

  • Develops people plan, strategic workforce planning for direct business area based on business knowledge and market trends.

  • Works with GHRS to ensure and coordinate effective service delivery to the organization

  • Aligns compensation and rewards to business strategy, compensation structure to be competitive in the industry; ensuring the business performance measures are aligned at the individual level and linked to compensation and incentives

  • Leads and is accountable for M&A activities in designated area

  • Works with senior business leaders to translate business strategy into specific ER/2`wIR strategy and collaborate with IR Leads on objectives to be attained in collective bargaining agreements

Talent Leader (30%):

  • Responsible for identifying, assessing, calibrating, developing, placing and deploying talent: leads business talent management strategy for business and provide integrated talent management processes, understanding the talent needs and issues before they impact the business. Cooperates closely with Talent Leader.

  • Leads workforce planning for the business;

  • Identify critical organization capability, leverage talent COE, talent performance and talent acquisition team to develop core competency for the business

  • Provide effective coaching to leaders and individuals and teams andbuilds strong capabilities

  • Champions diversity and inclusion within the business; leads diversity strategies for the business.

Change Leader (15%):

  • Identifies and enables organizational changes (Growth, M&A, Divestiture, Process Change): leads business level transformations with assistance of COE expertise

  • Redesigns organizational structures around strategic objectives

  • Builds change capability within the business and manages constructive conflict related to the change efforts

  • Identifies, evaluates, and manages risks to the business relating to employees

Culture Steward (15%):

  • Assesses, monitors, and communicates organizational culture and engagement: in partnership with business monitor and align cultural attributes; building and sustaining a culture that crates competitive advantage for the business

  • Cultivate a positive employee engagement environment

  • Builds and sustains a culture that creates competitive advantages for the business

  • Ensures HR services are aligned with culture, compliant with policies and regulations

  • Analyzes the link between employee engagement and associated costs; champions engagement in the organization

Qualifications

Required Qualifications:

  • Bachelor’s Degree in Human Resources preferred.

  • Minimum 10 Years business/HR Management experience

  • Strong HR Business Partner experience in MNC

  • Demonstrated successful strategic thinking, coaching and influence skill

  • Ability to effectively interact across all levels of the organization to drive engagement and inspire leadership

  • Strong influencing and persuasion skills

  • Strong ability for organization development

  • Proven success in developing and implementing strategies

  • Excellent communication, interpersonal, and collaboration skills

  • Proven business partnering skills with strong business acumen

  • Independent thinker and problem solver

  • Ability to assess and deliver innovative and customer oriented HR solutions

  • Strong capability of understanding and work with multiple culture, and dynamics.

Preferred Qualifications:

  • Working experiences across multiple lines of businesses (internal or external)

  • Experience in commercial organization/environment preferred

  • Working experience in Malaysia

  • Understanding /knowledge of sales organization.

Job Human Resources

Primary Location Malaysia-Kuala Lumpur-Kuala Lumpur

Schedule Full-time

Job Type Standard

Shift Day Job

Req ID: KUA00439

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