People Partner

**Who we are?** On any given day, 2.5 billion people globally use Unilever products to feel good, look good and get more out of life. Many of our brands are well-known, household staples and old-time favourites including Dove, Rexona, Lynx, Vaseline, OMO/Persil, Surf, TRESemmé, Continental, Ben & Jerry’s and Streets. We have a long tradition of being a progressive, responsible business. It goes back to the days of our founder William Lever, who launched the world’s first purposeful brand, Sunlight Soap more than 100 years ago, and it’s at the heart of how we run our company today. In 2022 Unilever Australia & New Zealand became a Certified B Corporation (B Corp), joining a growing network of organisations committed to galvanising a stronger, more inclusive, equitable and regenerative economy for all. A job at Unilever is a career made by you, with development opportunities, benefits and a working culture that embraces diversity and is pioneering flexibility. There’s no better time to join our team **Job Summary** The **People Partner** is the primary contact for all Line Mangers (LMs) and Employees (EEs) regarding all queries relevant to HR systems and processes, spanning on-boarding, payroll, leave, exits & issue escalations. They work with various teams in business to enable a flawless end-to-end employee experience for employees' day to day HR needs. People Partners are responsible for ensuring that employee policies, practices, and programs are consistently applied across client groups and the company. PPs also partner with Expertise teams on policy updates. The role is accountable for knowledge management and feeding insights into enhancement of artificial intelligence of the technology platforms. **Role Responsibilities**: 1) First point of contact in HR for all employee lifecycle queries. Policy guidance and administration: - Leave policy queries, helping with leave portal usage, leave encashment implementation etc. - Obtain sign offs as per SOAs for administration - e.g. backdated promotion approval, allowance approval etc. - Resolve employee pay and benefits queries. - Liaise with global mobility for international assignment cases to enable smooth experience for IAs. - Review forum feedback and update policy and processes where necessary e.g. own end-to-end cases and progress of cases. 2) Knowledge Management: - Writing knowledge articles basis experience from employee queries. - Gathering inputs from People Partners/Data Specialists/ Payroll/ HRBPs to update knowledge articles. - Support Artificial Intelligence learning by updating the cloud-based platform with knowledge articles and updates. - Facilitate adoption of self-service and informational channels with employees E.g. Mobile App, Bot, etc. 3) My Pay/Benefits: - Partnership with Rewards Manager and HRBPs during annual pay review. - Proactively reach out to new hires and make sure they get first pay slip correctly. - Proactively informing employees of pay related issues/comms after getting feeds from UL Payroll Team. - Single point of contact for payroll queries. - Have face-to-face or live Chat meetings with employees (blue and white collar) to support My Benefits queries e.g. select benefits "on behalf of" employees without access to IT systems. 4) Recruitment and On-boarding: - Escalation points for transactional issues in recruitment. - Coordinating schedules with stakeholders and enabling on-boarding completion. - Owning Hire Fact Sheet and making sure it is delivered to new hire. - Status/follow-up on payment of bonuses if any: e.g. sign-on bonus and/or Employee Referral Program. 5) Exit Concierge - Anchoring HRBP Exit sign off checklist. - Anchoring mandatory document collection from employee/family to enable smooth exits especially in death case. - Guide employee and LM through exit process to enable smooth implementation. - Initiate with home/host country and ensure HRBPs have access to the required documents in IA separation cases. - Obtain LM sign offs in exit cases in case of non-responsiveness. - Ownership/distribute exit letter to blue collar employees. - Conduct exit interviews. 6) People Management - Initiate Performance Improvement Plan (PIP), grievance and disciplinary process partnering with Line Manager. - Performance management by driving goal settings/always on conversation within business groups. 7) Projects - Participating in Global People Experience projects. **What You Will Need to Succeed** **Skills** - Superior interpersonal and communication skills. - Solid customer service and relationship management skills. - Experience participating in mediations is required. - Strong analytical skills and attention to detail. - Ability to anticipate needs and solve issues proactively. - Strong multi-tasking skills with a comfort in maintaining multiple, often conflicting priorities and deadlines. - Demonstrated ability to work independently as well as in a collaborative team environment. **Experiences & Q