Awash Wine SC. 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 652 local employees at our two production facilities in Addis Ababa 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.

PURPOSE OF THE JOB

The HR Business Partner will be responsible for providing the strategic interface between HR and the specific function to embed a strategic approach to HR management and development that result in a more effective front-line delivery.

MAIN RESPONSIBILITIES

 1.    Strategy and implementation

•  In collaboration with the HR Director implement the HR strategies, policies and practices that support the corporate vision, mission and strategic objectives.
• Responsible for guiding the respective function/division in preparing its long-term and annual resourcing plan for to support the department(s) strategic objectives.
• Lead the conceptualisation and implementation of change initiatives in their assigned area of work to enable the achievement Awash objectives.
• Participate in the development and implementation of innovative and competitive compensation and benefit practices to enable to remain competitive and enables it to attract the right caliber of employees.
• Responsible for development and implementation of a learning and development initiatives in collaboration with the Training and Development Manager.

 2.    Policy, Processes, methodology and systems

•  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

 3.    Running business

        a)      Recruitment

• Performs talent acquisition for assigned client base. Collaborating with the talent acquisition unit, prescreens candidate applications and resumes for required skills; experience and knowledge to fit position requirements.

• 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 service; employee referrals; network referrals; etc. to identify and recruit “best in class” talent.

• Co-Facilitates process of candidate selection; interviewing; job offer; background check; and candidate on-boarding details.

• Along with the Training and Development Manager facilitates New Employee Orientation (NEO) program for new hires.

• Remains current on trends and innovative recruiting techniques in order to compete in market and within industry.

• Facilitate consistent and well-coordinated recruitment and placement efforts to identify new hires and conduct a comprehensive on-boarding program for staff and ensure right people in the right jobs.

b)      Training, Development and Performance Management

•  Evaluates issues, patterns, and trends to provide proactive insights for HR solution and program designs i.e. training to address certain needs, REP

• 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 specific department. Analyzing training needs in consultation with head of department,HR Director and T & D manager.

 c)      Staff Retention

•  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;

 d)     Performance Management

•  Support business managers in implementing the performance management system by guiding them in developing and interpreting the tools, metrics, processes to track both performances, KPI’s and identify improvement areas to enhance productivity, quality and service excellence.

 e)      Employee Enquiries

•  In consultation with the HR Director and the legal advisor, handle employee grievances, disciplinary issues and other administrative problems according to Awash Wine S. Co policies and procedures and Collective Bargaining Agreement (CBA);

• Establish and Maintain effective “win – win” working relationships with employees and their representatives (where applicable e.g. union represented employees) through an environment that fosters communication and service delivery. 

• Promote and foster an environment of open communication between the business unit and HR.
  

f)       Reporting

•  Co-produces periodic monthly, quarterly and annual reports as well as other reports on HR maters. (Headcount, Training analysis, Recruitment update)

 4.   People Management

• Managing the Junior HR officers assigned for each respective business unit
• 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.

EDUCATIONAL BACKGROUND, EXPERIENCE 

• Minimum of BA in Management, Business Administration or other related field
• Minimum of Six (6) years of HR experience with at least two (2) years of experience in both talent acquisition and HR Business Partner experience

• Excellent leadership, planning, time management & prioritizing, organization

• Effective communication skills: interpersonal skills, presentation skills;

• Solid understanding on HR Management concepts, current practices and the Labor Law;