Managing the business

To develop and implement key strategic HR objectives consistently across all functions in the Company in-line with regional HR strategy, policies and programs and reinforcing the Company vision and values. To build a winning environment with optimisation of talent in the organisation with effective recruitment, development and reward strategies to maximise business opportunity.

• The role requires to become an integrated part of the business and provide business-oriented solutions. The increasing demands for first class managers requires Human Resource experts to work closely with heads of functions and line management to ensure recruitment, development, motivation and retention of high-calibre talent. • Play critical role in championing employees’ needs, making those visible to LT and translating into actions to support proper working environment where people can outperform. It is important to maintain effective working relations with HR colleagues from other companies, recruitment agencies and other talent providers to be fully up to date on recent labour market trends, given its rapid growth and evolution, to be able to predict and prevent high turnover and create talent pool in time. • Work is complicated by external factors – requirements of state control bodies re. observing complex and bureaucratic procedures of document drafting and provision of relevant information.

•To coordinate personnel administration service ensuring policies, practices and procedures comply with legislation, internal standards of business conduct and security, and support business needs; •To support HR Business Partners and all company employees with professional advice on HR Administration and labour law implications (consultation, education, clarification); •To champion unification of Personnel Administration practices across the Area; •To observe and review processes in assigned areas continuously, elaboration of the improvement plan and its further implementation; •To ensure proper understanding and application of admin policies and procedures by HR managers and employees •To search and manage enhancement of HR systems across the Area to ensure systems applications (1C, SAP HR or any other HR systems/platforms) meet HR requirements that support business needs; • To ensure on-going revision of system applications due to Labour legislation amendments and appropriate follow-up applications implementation; • To ensure high data quality and security in HR systems (1C, SAP HR or any other HR systems/platforms); • To contribute to cost management for support & development of HR systems/platforms, to influence on technical service quality provided by external providers.

Primarily the role is accountable for HR services professionally delivered to all the functions, recruitment done on time and with high quality, talent management, employee relations etc.: • Support with Organisational Design Transition Plans in particular tracking headcount per Area/End market • To support the Head of HR by ensuring the effective and efficient implementation of HR tools, aimed at delivering appropriate people management solutions and providing expert HR advice regarding HR policies, practices and procedures and strategy aligned with the overall Functional and Business objectives. • To lead and facilitate change, based on initiatives emanating from business/functional/strategies • To provide excellent professional advice and support to relevant Top team and business managers. • To take care of management expatriates and facilities and also area teams. • To support all recruitment and selection activities as a link between the line management and the Talent team (talent pipeline) - the role is to ensure recruitment and selection is delivered on time and as per BAT standards • Create a resourcing plan which ensures the project has the required talent, with the right skills, at the right time to deliver the project successfully; • Work closely with PMO and Finance coordinating human resources and cost forecasts / tracking to ensure people needs are met in line with the overall budget • Utilising the tools and guidance provided, implement a career management approach for the project team with clear direction on people processes/decisions in order to enhance team performance, morale, productivity, culture and diversity; thereby ensuring attraction, development and retention of key project resources; • Develop and maintain effective working relationships with all key stakeholders within the Regional Programme Team, functionally, cross functionally and in the end markets, ensuring that their support needs are met, in order to drive high performance.

• Perform day-to-day project management • Manage the local resources, external business consultants and conduct relevant reviews with the programme team. • Ensure the scope of the project is clearly defined and maintained throughout the duration of the project. Manage scope changes according to the defined project change management approach. • Agree any delegation and use of Project Assurance roles required by the Project Board • Manage the project risks, including the development and execution of contingency plans. • Promote teamwork and motivate the project team members - building relationships with and between external parties and local staff. • Establish and monitor compliance with methodologies (PRINCE2), standards and policies throughout the project • Raise change requests to External IT Support Provider for any variations from the SAP HR core template

The International Management Trainee Programme is a graduate development programme, extended over two years and is designed to prepare next generation of leaders.The programme consisted of different assignments, including involvement in cross-functional projects. •Area Talent Executive •HR Executive •HR Business Partner, international assignment in Azerbaijan •Area Reward Analyst