HEAD OF TALENT AND DEVELOPMENT

Asahi UK (AUK), part of Asahi Europe & International Ltd, aims to enrich consumer experiences through innovation, high-quality service and an exceptional portfolio of premium beer, ale and cider brands including, Peroni Nastro Azzurro, Asahi Super Dry, Meantime, Fuller’s London Pride and Cornish Orchards. Our aim is to be the leading super premium beer business in the UK, through a brand mix that creates a compelling proposition. At AUK we operate as an end to end business unit responsible for sales, marketing, customer operations, production, supply chain and wholesale operations in the UK & Ireland. For further information, visit www.asahibeer.co.uk

Asahi Europe & International is a subsidiary of Asahi Group Holdings Ltd, a global beverage and food company listed on the Tokyo Stock Exchange, Japan. Employing > 12,000 people, Asahi Europe & International is the custodian for leading super premium lager brands Peroni Nastro Azzurro, Grolsch, Asahi Super Dry, plus international Czech lager brands, Pilsner Urquell and Kozel. The business has world-class brewing and production facilities in 8 markets – UK, NL, ITL, PL, CZ, SK, HU, RO. In most of these markets, we are the leading brewer with full portfolio of famous brands. Commercial operations in other parts of Europe, USA, Canada, LatAm, Africa and Asia are served through our global distribution network. With state-of-the-art facilities, some of the best brewers in the world, quality ingredients, and a culture based on innovation and collaboration, Asahi offers the best quality of beer to beer lovers worldwide. More information can be found at www.asahiinternational.com

Position Overview & Purpose:

Reporting to the AUK HR Director, the incumbent will be accountable for the functional leadership of the end-to end talent and development agenda and impactful implementation of this across the UK business. The incumbent will drive focus and delivery on the core talent acquisition, management and development processes. S/he will be accountable for the processes and practices relating to attracting, retaining and developing motivated employees who deliver high performance and provide succession for the future. This will be done aligned to the UK business needs, AEI people priorities and to ensure sustainable performance aligned to business’s longer term strategy.

What you will deliver (Key Deliverables & Responsibilities):

Talent Strategy, Planning & Capability:

• Lead the Talent and Development function; act as custodian and key specialist ensuring focus on implementing and anchoring standards.

• Develop the Talent Development strategy aligned to business objectives, AEI principles & priorities and with consideration of the external context (labour market, employment trends, learning approaches etc)

• Build a comprehensive understanding of the talent needs by working with Functional leads and HR BPs

• Provide specialist guidance on broad talent needs and priorities in conjunction with HR BPs

• Train line managers and employees to ensure talent management is effectively understood and used to drive good business decisions and personal career choices.

• Use talent data, analysis and insights to ensure focus on ‘the things that matter’- e.g. diversity, skills shortage, workforce planning, succession, etc.

• Be the business owner / key administrator to the Succession and Talent Management modules in HOPS (Success Factors) 2 AEI: Internal

• Be an active member of the AEI Community of Practice (COP) on Talent & Development, ensuring the UK’s needs and realities are considered in regional decisions. Play a key role in shaping the regional strategy, processes and systems in the Talent, Performance and Learning space.

Talent Acquisition:

• Ensure an appealing employer brand which enables the attraction of diverse talent which can contribution to sustainable business performance

• Provide leadership and draw on the expertise of TA BPs to enable optimal sourcing, pipelining and recruitment of diverse talent

• Ensure competence of line managers to use the TA process effectively to select talent that adds value to the business

• Collaborate with HR BPs and TA BPs to ensure a balanced internal and external approach, as defined by talent priority plans or strategies.

• Ensure a preferred supplier list in order to gain best ROI when external recruitment support is required.

• Use recruitment data, analysis and insights to course correct recruitment strategies/processes, enhance the attraction of diverse talent and ensure business alignment to best practices

• Effectively own and manage the recruitment budget.

Assessments:

• Responsible for ensuring ethical and legally compliant assessment process (psychometrics and other assessment tools / processes) in conjunction with qualified psychologist where required

• Ensure that managers and HR are trained effectively on the use of assessment as part of decision making (appointment promotion, career management)

• Effective management of external assessment suppliers and psychologist to deliver value to the business

Career Development & Engagement:

• Ensure that key talent/succession is identified and effective development plans in place

• Collaborate with senior leaders and HR BPs in driving engagement and enabling managers to understand engagement drivers that build employee motivation.

• Collaborate with HR in the development of strategies for the retention of key talent

• Ensure employees and line managers are regularly refreshed on Career Development training and use all tools and discussions effectively.

Talent Analysis & Data Optimisation:

• Generate and ensure insightful use of talent metrics trends to enhance people processes and talent impact on business performance

• Support the HR Business Partners with talent reviews and support talent roll-ups to AEI

• Ensure talent data is of high quality and take appropriate action where required.

• Calibrate and consolidate succession planning and ensue reliable successions list (rate of appointment against succession list)

• Lead in conjunction with HR BPs, the creation of required pipeline through the balance of external acquisition and internal development and advancement of talent

• Development of Diversity & Inclusion approach which is embed in all people process (TA, TM, CD Engagement)

Performance Management (PM):

• In conjunction with HR BPPs, ensure the Performance Management process is effectively implemented across the business, aligned to the AEI process

• Train HR and line managers in effective PM (“What” and the “How”)

• Deliver consistent communications to support annual PM processes, confirming the purpose and underpinning principles and the business rationale for using this process.

• Be the business owner / key administrator to the Goals Management & Performance Modules in HOPS (Success Factors)

Learning & Development (L&D):

• Ensure a deep understanding of the development and learning needs of the relevant stakeholder groups and have robust processes and plans in place to meet these.

• Provide structure, governance and oversight to the functional capability leads. Ensuring capability development is aligned to the business priorities and the Learning Organisation principles

• Own the approach to Leadership development and embedding Functional Competencies in the UK, with close alignment to AEI approaches, programmes and approaches

• Design and deliver bespoke training, besides role related (PM, TM & TA), to enhance the effectiveness of key stakeholder groups in enhancing leadership and performance.

• Be the business owner / key administrator to the Learning (LMS) module in HOPS (Success Factors)

• Effectively own and manage the HR training budget.

Experience & Qualification Requirements:

• Relevant University degree

• Relevant qualification in HR or People Management would be an asset

• Registration as Practitioner Psychologist (or local equivalent) in order to use psychometrics would be an advantage

• Experience in leading the end-to-end talent agenda with specific focus on talent acquisition, management and development required

• Specific experiencing employer brand building, recruitment, learning& development

• Leadership development experience would be an advantage

• Excellent customer orientation, stakeholder relationship management, business acumen, facilitation and coaching skills. Strong communication skills (written and verbal) combined with good project management/planning skills.

• Results oriented whilst being a strong team player.

• Ability to assertively and firmly provide decision support on talent acquisition and development to line managers and HR.

We are committed to nurturing a workplace where we celebrate and respect difference, and support everyone to be true to who they are! At Asahi Europe and International we believe you can SHINE AS YOU ARE - no matter your age, gender, ethnicity, sexual orientation, disabilities, religion, or beliefs.  We want to support you to be courageous in your individuality and to know that whoever you are and whatever your circumstances, you can belong with us without having to conform.