Human Resources Manager, Directeur des Ressources Humaines, Douala, Barry Callebaut

Human Resources Manager, Directeur des Ressources Humaines, Douala, Barry Callebaut

Role Responsibilities/ Responsabilités du rôle

At Barry Callebaut, we are on a journey to transform the cocoa and chocolate industry. As the world’s leading manufacturer of high-quality chocolate and cocoa products, our actions truly shape the future of our industry. We are a business-to-business company, serving the entire food sector, from the cocoa bean to the finest chocolate product. We are a company with a purpose, we believe in doing well by doing good and reinvesting in the communities we operate. We have a long-standing commitment to sustainability and our goal is to shape a sustainable cocoa and chocolate future. We are headquartered in Zurich, and have more than 12,000 passionate Employees working in more than 40 countries worldwide. We are very proud of who we are and what we do. And of course, we are always looking for talented people to help us have a positive impact on our industry and beyond!

About the Role:

Hierarchical Mentor           : Regional HR Director, Africa

Category                               : Cat. 11

Location                               : Douala

No of positions                      : 01

Type of contract                : Permanent Contract

The Country HR Manager is key to driving the People strategy in alignment with the Business Goals.              He / She provides input into the operational and strategic planning at the Country Level by giving insight into strategic priorities identified at the Regional HR and Business levels. Role will contribute to building a robust and diverse leadership pipeline at all levels, promote a high-performance culture and ensure an engaged workforce. It will oversee the attraction and retention procedures to have the right people in the right roles. As a key member of the HR Leadership team, this is an opportunity to truly drive significant and lasting change through our people agenda in Africa.

Key responsibilities include:

Workforce Management – Proactively ensure business units are properly resourced and HR governance is adhered to. Support Line Managers on approved Headcount of FTEs, non FTEs in addition to creating effective organisation structures for their own functional areas in line with business unit objectives and processes. Identify areas of improvement in resourcing and development of WC & BC workers. Support Line managers to update JDs and submit non PDO roles for evaluation.

HR Management: Advise line managers on employee engagement, performance management, talent management and reward. Track and facilitate IPF, IDP, PIP, Promotion, DAP, ACR, Exit clearance sessions. Ensure that governance and documentation standards are adhered to. Review and understand SuccessFactors and ensure line managers adhere to same. Prepare, monitor spend and allocation of HR budget.

Total Rewards: Anticipate separations, retirement, and replacement and highlight gaps to the Regional HR Director for people plans and budget for the following year in line with local regulations. Identify compensation disparities and share recommendation with Total rewards team and line managers (Compensation changes have to be in line with local government procedures and within budget). Review overall pay levels for the business unit against market information and incorporate trends identified. Manage the ACR process and distribution of the increase and bonus pools (Merit, Lump Sum, Local Categorization/ classification, Inflation and Bonuses) with Total rewards team. Identify benefits programs and optimize this for all cadres of employees (Health, wellness, death, life, Education, Children allowance, seasonal benefits).

Talent & Org Development: Deliver two Talent review and calibration sessions and follow through to complete TR actions in market. Work with talent manager to provide input into the country’s skills development plans. Participate in the development of career maps, development plans and learning pathways for job families that are unique to the business unit. Coach line managers on how to have career and development discussions with their teams. Deliver Management Essentials and onboarding in market. Embed the 70:20:`10 framework in business.

Risk & Governance – Champion and monitor the business’s adherence to mandatory compliance requirements including (SMETA, FDA, Local conformities) Mandatory training requirements. Identify business and people risks before it is escalated. Drive the understanding of the importance of completing the training within the regulated timelines. Ensure that line managers are aware of HR services and governance standards.

Change Management: Ensure a thorough understanding of all HR processes and policies for the line managers. Act as a change champion on HR improvements and align with the regional HR project team to deliver them. Guide line managers across the business on how to interpret and apply the requirements and what the business benefits are of doing so. Analyze the impact of internal (projects, systems, process, structure) changes as well as external (market dynamics, labour issues, regulatory changes, union involvement) on the people in the business area. Ensure that the business is adequately prepared to deal with the people impacts. Create and drive the implementation of transition plans.

Employee & Industrial Relations: prepare a proactive Employee Relations strategy for Country. Actively participate in employee relations interventions including bi monthly factory visits. Review the merits of new cases and participate in decision making. Represent the business’ external ER enquiries. Participate in the preparation of union packs and ensure that the proper approvals are obtained before submission. Advice business on what items need to be informed, consulted or negotiated with unions. Drive the process and brief business owners including Factory Managers, before union engagements to ensure that they know how to engage.

About You:

Required academic qualifications

Bachelor Degree is required. Advanced degree in People management or Organizational development is strongly preferred.


Min. 5 years of experience partnering with the business and advising line managers.

Min 5 years’ experience and a deep understanding of the core Human Capital functions including Resourcing, Reward, Employee Relations, Industrial Relations, Diversity and Inclusion, Learning and Development and Organisational Effectiveness.

Experience in an MNC environment (Matrix organization). Food industry experience preferred

Interpersonal/Leadership competencies

Excellent communication/consultation/analytical skill with sufficient emotional intelligence to navigate varied business leads;

Fluent in French & English.

Influencing skill without authority / Leading self, leading others.

Female’s applications are highly encouraged

At Barry Callebaut, we are committed to Diversity & Inclusion. United by our strong values, we thrive on the diversity of who we are, where we come from, what we’ve experienced and how we think. We are committed to nurturing an inclusive environment where people can truly be themselves, grow to their full potential and feel they belong. #oneBC – Diverse People, Sustainable Growth.

If you want to learn more about Barry Callebaut, please find further information here.

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