Business Development Manager Agriculture

The role will take responsibility for the execution of the overall SP practices, supported by various experts across Michelin AIM (e.g. Comp & Ben, L&D, Succession planning).

Responsibilities

1. Adapt and deploy the rules and standards within the area of competency, in line with Company policy and legal and Labor law related obligations.
2. Manage and implement one or more tools, programs or processes in the domain (e.g. steering of remuneration campaign, review of NRs).
3. Conduct studies and/or take part in business projects by choosing the methods, surveys, and service providers.
4. Ensure compliance with rules, methods, tools, and processes in the domain and with standards and legal and Labor law related requirements.
5. Contribute to domain or entity objectives (quality of service, cost and progress, etc.).
6. Train and provide the necessary support for actors in the domain.
7. Facilitate and deliver against the various aspects of the employee life cycle (viz., Recruitment, Learning & Development, Talent Management, Reward & Recognition, Employee Wellness, Employee Engagement, Leave Management, International Mobility).
8. Oversee payroll processes (supported by the payroll manager), which may include query management and engaging with providers as required.
9. Reporting (e.g. in-touch, P-transfo, P-practices, Talent Acquisition).
10. Support and/or drive ad-hoc SP related projects as driven by the region and/or group.
11. Act as PDP and partner with the business to deliver on SP topics.

Partnership Responsibilities

1. On a defined scope of teams, ensure the role of partner for people, teams, and their managers to contribute to their development.
2. Advise employees on their professional path and/or competency development at their request.
3. Ensure employees selected in talent pools benefit from a proactive relationship related to their professional path.
4. Manage succession pools and succession plans to ensure critical jobs and positions are staffed on time.
5. Support managers to enhance their managerial quality.
6. Support and guarantee internal professional mobility.
7. Ensure personnel policies are respected, as well as external and internal rules and regulations.
8. Ensure employees have confidence in the recourse process via the PDP, treating all cases completely and fairly, regardless of the recourse path chosen.