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Opportunity Details

HR Business Partner

Posted: 2018-01-31
Czech Republic, Prague
About the role:
At the heart of our dynamic global growth is a simple belief: nothing should come between incredibly talented people and an accelerated career.

That’s why we dream big. Why we look to the future, not the past. Why we value talent over title. And why we hire people that can be better than ourselves.

At AB InBev you’ll join a driven team that shares your desire to grow, your courage to challenge and commitment to act. In return, we’ll reward your achievements.

The opportunity is here. Make it yours!

HR Business Partner

1. Purpose of the Job 

To be the single point of contact for the respective scope and drive the full people agenda in this scope including financials (people package follow-up) . To deliver MP specific strategic and advisory services to managers and supervisors related to people issues impacting the MP. To perform the role of technical people (HR) expert in the area of staffing (re-sourcing/outsourcing) and training & development. To drive strategy of the department and their scope

2. Business environment 
Main characteristics:
Good knowledge of Labor law, Proof of Project Management experience, strong recruitment background, Experience in training needs analysis, Development programs design, co-ordination of external suppliers. Sense for customer oriented work. Strong teamwork sense. 

Key dimensions: (Headcount, turnover, ZBB) 

Key contacts: 
Managers and supervisors 
Zone experts 
Local project team 
External suppliers.

3. Accountabilities 
Role of business partner: 
Organization and People Effectiveness 
  • work with Macro Process Leaders, Process Leaders and Team Leaders to identify business requirements for people programs such as workforce planning, performance improvement, talent identification and keeping, internal incentives and other people programs 
  • act as liaison between MP employees and other people functions (Com&Ben, Learning and Development and Facility) to represent their needs for company-wide programs design. 
  • assist with implementation of programs, processes and initiatives that maximize people  effectiveness 
  • tailor company-wide processes to meet the unique needs of the respective MP 
  • implement in business what they ,need’ oppose to what they ,want’ – be able to push back and challenge the business in driving people agenda 
  • act as a guardian of neutrality between managers and employees 

  • work with Process Leads and Team Leaders to execute workforce plan 
  • liaise with project team to ensure resourcing of new demands is executed correctly and within the plan 
  • work with managers to identify and build key talent segments and provide input to workforce plan 
  • selecting of recruitment resources and monitoring its quality (e.g. external agencies, job portals, AIESEC, referral program and job fairs) 
  • liaise with outsourcing partners (operational issues) 
  • coordinate / approve invoices – credit notes related to recruitment 

Training and Development 
  • identify business needs for learning and provide input on solution development 
  • create interface with internal Learning & Development function to ensure all people cycle (OPR) specifics are met 
  • assist in presentation for newcomers during induction days 

Performance Management 
  • facilitate leadership sessions to identify low/high performers and drive solutions 
  • receive and resolve grievances and disciplinary issues 
  • encourage and coach managers on developing appraisals and providing feedback 
  • resolve performance rating disagreements 
  • provide support and counseling in terms of promotions, demotions and transfers

Remuneration and target setting 
  • meet with Process Leaders and Team Leaders to discuss salary guidelines 
  • create / communicate policies on Target Setting (Local and Global Bonus scheme) 
  • provide support and ensure communication of targets-related issues 
  • provide advisory guidance to managers on pay for performance philosophy and implementation 
  • work with managers to resolve disagreements 
  • communicate policies on Target Setting on Local and Global Bonus scheme 

Employee Retention 
  • conduct MP feedback sessions (regarding Exit interviews, P2P, Engagement Surveys) 
  • develop process to cascade findings to the organization 
  • support managers on communicating feedbacks 
  • retention plan execution based on analysis and to address major issues 

Project and Change Management 
  • ensure the infrastructure is in place to drive organizational agility including culture, management style, communication, risk taking and competencies 
  • updating policies related to staffing policies 
  • drive projects for respective area 

General People Matters 
  • provide counseling on labor code and other regulations 

Drive Strategy 
  • come with strategic proposal for his/her area 
  • drive strategic projects in his/her are
About the candidate:
4. Qualifications and Technical competencies required

  • university degree
  • min. 3 years of relevant experience (leadership or people team)
Technical Competencies :
  • fair understanding of all people areas
  • excellent understanding and strong background in staffing
  • very good stakeholder management skills – ability to cooperate and challenge at the same time
  • knowledge of people support tools
  • effective communication skills
  • organizational skills
  • ability of information gathering
  • high customer service orientation
  • strong problem solving skills
Language skills
  • fluent in English, other European languages would be an asset

About the Company

We are AB InBev.   Committed to driving growth that leads to better living for more people, in more places.  Through brands and experiences that bring people together.  Through our dedication to brewing the best beer with the best ingredients.  And through our commitment to helping farmers, retailers, entrepreneurs and communities grow.   We are building a company to last. Not just for a decade, but for the next 100 years. Through our brands and our investment in communities, we will bring more people together, making our company an integral part of our consumers’ lives for generations to come.
Our brewing heritage dates back more than 600 years, spanning continents and generations. From our European roots at the Den Hoorn brewery in Leuven, Belgium; to the pioneering spirit of the Anheuser & Co brewery in St. Louis, US;  and  the creation of the Castle Brewery in South Africa during the Johannesburg gold rush. Now, with operations in over 50 countries, and our brands sold in over 100, we are truly a world leader, and our diverse portfolio of well over 400 beer brands includes global brands Budweiser®, Corona® and Stella Artois®.