HR Business Partner – Awash Wine Share company
Human Resource and Recruitment
Awash Wine Share company
Company Profile
Established in 1936, Awash is proud to be Ethiopia’s oldest winemaker. With over 80 years serving the local and international market, we are one of the country’s most beloved brands. The company was acquired in September 2013 through a local and international partnership. Our international staff, with a combined 82 years of experience in the beverage industry, collaborates with 549 local employees at our two production facilities in Addis Abeba and our vineyard in Merti Jeju, Upper Awash. This local-foreign partnership means we combine international know-how with a deep knowledge of Ethiopia’s dynamic and exciting market.
Employee Value
- Employment of choice; we hire talent and personality that match with a career.
- School of excellence, we provide career advancement and personal development within a diverse multinational working environment.
- Award winning leadership, we support our key talents and visionary leaders to compete in global market.
- Competitive benefits and incentives, we provide competitive and performance lead benefits & incentives.
Wine making has been a part of the Ethiopian culture for more than a millennium, dating back to the Axumite era. Although this traditional method has survived all that time, the methods, quality, and variety stayed the same. In 1943 GC (1936 Ethiopian Calendar), a Greek family started the first winery in Ethiopia and followed by an Italian family who established their winery at Mekanisa. The two ventures where nationalized in 1973 and regrouped in one entity that was named Awash Wine. Since that time, we have grown to be one of the country’s most loved brands-a market leader that is interwoven with the cultural fabric of the county.
Job Summary
The Human Resources Business Partner role contributes to company performance by providing tactical and strategic consulting on people and organization development strategies in support of the business objectives. Performs HR related duties at the professional level. Will carry out responsibilities in the following functional areas: talent acquisition; employee relations consultation; policy interpretation and application, performance, and compensation management consultation; and talent management consultation. May carry out additional responsibilities to include organizational design; employee development initiatives and training.
Job Duties and Responsibilities
- Partners with leadership to align HR strategy to business strategy
- Acts as change agent to business through process design and approaches that support change and transformation – striving to lead mutual processes to best practice status.
- Analyzes trends and metrics in partnership with HR peers to develop solutions; programs and policies.
- works closely with departments, assists line managers to understand and implement policies and procedures of HR; interprets and advises on employment legislation and ensure consistent and uniform implementation of the HR policy and procedures throughout the organization. In consultation with the HR Director, support the development or adaption of HR policies, procedures and manuals as well as observes the periodic revision when there is a need
- Performs talent acquisition for assigned client base. Prescreens candidate applications and resumes for required skills; experience and knowledge to fit position requirements. Makes referrals to hiring manager and ensures efficient turn-around activity.
- Actively participates in recruitment campaigns; job fairs; college relations programs; general networking; etc. to ensure robust candidate pipeline.
- Grows and conserves network of contacts to help identify and source qualified candidates. Leverages on-line recruiting resources; employee referrals; network referrals; etc. to identify and recruit “best in class” talent.
- Facilitates process of candidate selection; interviewing; job offer; background check; and candidate on-boarding details.
- Co-facilitates New Employee Orientation (NEO) program for new hires.
- Continually champions Employee Referral Bonus program to include proactive identification of internal talent matching and advancement
- Remains current on trends and innovative recruiting techniques to compete in market and within industry.
- Participate in employee interview panel, testing administration, selection, background investigations, deployment, sub-contracting and temporary staff, post-offer employment testing;
- Leads and/or supports annual HR cycle deliverables to include performance management; merit and bonus awards; benefits enrollment; etc.
- Evaluates issues, patterns, and trends to provide proactive insights for HR solution and program designs i.e. training to address certain needs.
- Partners with Director, Human Resources, and appropriate Awash Wine leaders to grow the capacity of the organization’s key talent to include high potential identification (via Talent Management) and associated development programming, etc.
- Ensures that request for annual staff appraisal is sent before the evaluation period ends, follow up on timely submission of the appraisals; and Coordinates and supervises the compilation of work performance reports of their department. Analyzing training needs in consultation with head of department and HR Director.
- In consultation with HR Director, proposes staff retention schemes, offering advice on work and remuneration issues, including promotion and benefits, initiates and participates in undertaking regular salary reviews;
- In consultation with the HR Director and the legal advisor, handle employee grievances, disciplinary issues, and other administrative problems per Awash Wine S. Co policies and procedures and Collective Bargaining Agreement (CBA);
- Produces periodic monthly, quarterly, and annual reports as well as other reports on HR maters.
- Provides day-to-day coaching to leadership on a variety of actions to include employee relations issues, policy interpretation and application; talent management and development; and organizational design consultation.
- Conducts ongoing supply and demand analysis for business partners on current and future state staffing and skill needs and designs talent acquisition strategies to meet those needs. Actively participates in annual budget planning/labor forecasting process with business partners
- Partners with Payroll; HRIS; and Compensation and Benefits functions as needed to provide solutions for clients.
- BA/MA in Human Resources Management, Business Administration, or another related field
- 6 years of HR experience with at least 3 years of experience in HR Business Partner/Senior HR Officer position.
- Working knowledge of English and Amharic languages
- Proficient in Microsoft Word and Excel, Power point
- Knowledge of HR functions (pay & benefits, recruitment, training & development etc.)
- Understanding of labor laws and disciplinary procedures
- Excellent communication and interpersonal skills
- Problem-solving and decision-making aptitude
As per organization salary scale