communication plan, raters training, coaching styles

Nestlé
We unlock the power of food to enhance quality of life for everyone, today and for
generations to come

We are a people-inspired company. Our people, their strengths, talent and energy are
our most important strength. Currently there are around 328,000 employees and we
sell products and services in 191 countries
At Nestlé, we recognize that our employees are the key to our success and nothing can be achieved
without their engagement

The Nestlé Management and Leadership Principles inspire all the Nestlé employees in their actions and
in their dealings with others. The Corporate Business Principles refer to all the basic principles which
Nestlé endorses and subscribes to on a worldwide basis

HUMAN RESOURCE MANAGEMENT

The Human Resources (HR) structure enables and empowers them in establishing business needs and
their corresponding people requirements. Therefore, the mission of HR managers and their teams is to
provide professional guidance to line managers aiming to deliver superior business results by optimising
the performance of our people, while ensuring exemplary working conditions

With a ‘Nestlé in the Market’ (NiM) approach, HR has adopted a streamlined approach to ensuring
functional leadership and the highest level of focus, clarity, and efficiency. Our structure is based on
three dedicated areas which provide specialized services (Centres of Expertise), deploy HR strategies
within a specific business (Business Partners) and perform transactional activities (Employee Services)

The long-term success of the Company depends on its capacity to attract, retain and develop employees
able to ensure ongoing and sustainable growth. This is a primary responsibility of all managers.

The Nestlé policy is to hire employees with personal attitudes and professional skills enabling them to
develop a long-term relationship with the Company. Therefore, special attention will be paid to ensure
there is a strong alignment between a candidate’s values and the Nestlé culture.

Only relevant skills and experience and adherence to the Nestlé principles will be considered in
employing a person. No consideration will be given to a candidate’s origin, nationality, religion, race,
gender, disability, sexual orientation or age. Whilst adequate recruitment tools may improve the hiring
process, the decision to hire a candidate remains in the hands of the responsible manager, supported by
the HR team.

The Assistant HR Manager role is a developmental position focusing on

employee relations, business acumen, plant operations and preparing for a
managerial level position. Responsibilities range from assisting the HR
Manager in plant-wide activities for a 500+ employee facility, providing support
to develop and maintain department capabilities, attracting high quality
individuals and developing and motivating employees to contribute towards
the achievement of targeted objectives. 
As an Assistant HR Manager, you will be responsible for assisting the Human
Resources Manager with the development, interpretation, coordination and
administration of the Plant’s policies relative to employee relations, recruiting,
diversity and inclusion, employee development, performance management,
training, Human Resources strategic planning.  You will also assist the HR
Manager with other various HR functions and special projects, as well as the
compliance of local, state, and federal legislation in relation to HR policies.
Primary Responsibilities:
 Research and write policies, procedures and controls for all HR matters;
provide research and professional advice on all employee relations issues. 
 Assure compliance with all statutory and regulatory requirements; conduct
investigations, provide guidance to Team Leaders and Managers, and take
corrective action as necessary.  
 Assist the HR Manager with providing a strategic planning perspective on
human resource issues, including the analysis and presentation of alternative
programs. 
 Promote a growth mindset and lead projects that support continuous
improvement.
 Organize and develop leadership programs using a wide array of resources both
internally and externally.
 Provide research and development of training programs that contribute to the
attainment of the goals for the Davenport facility.