The ideal candidate will lead regular category analysis to action recommendations and drive category activation planning to execution between category team and Sales force.
Reporting to the Country Category Manager, you responsibilities will be as follow:
-Set up the yearly/quarterly consumer & shopper activation planning cycle in line with Sales and Customer Needs.
-Manage the Quarterly Business Review to drive the effectiveness of the POP strategy & execution
-Coordinate the ICP process and ensure cross functional participation and alignment and ensure quality and timeliness of inputs/outputs
-Support category manager for annual forecasting of Generic POS spend
-Lead quarterly & monthly operational review to make sure execution tasks are done on time
-Ensure the follow up on the execution process of all category activations.
-Monitor and review the category performance against targets to provide key input into quarterly reviews
-Conduct deep analysis on Nielsen data for category & competition to guide category team for robust plans.
-Ensure monthly pricing tracking of our brands & competition (promotional & non promotion pricing) to provide key inputs to category on pricing strategy.
-Manage collation and execution of ROI analysis for consumer & shopper activities
-Provide recommendations to improve ROI.
Required Qualifications & Experience:
-Bachelor’s degree in business/marketing; a graduate degree is a plus
-6+ years commercial experience of channel & category sales development and preferably Sales.
-Very strong analytical and organizational skills.
-Capacity to anticipate & plan ahead is a Must
-Strong interpersonal and cross-functional project management skills required.
-Understands trade and channel dynamics in Morocco
The Human resource support to one Operational perimeter. Single entry point for all HR topics, this generalist position has four main missions: supporting the business through project and HR expertise, mentoring management team to ensure best level of personnel involvement, managing individual from recruitment to development, and local industrial relation environment.
Direct support to Operation
-HR input to Budget and MTP. On Headcount + Wage impact on P&L. For design, and monthly before closing to explain potential gap in the greenbook and propose corrective plan for best estimate.
-Organization project definition to adapt to business evolution, and project management leader for deployment.
-Change management design based on MTP, and shop floor deployment starting by Operation staff.
-Operation efficiency challenge, and proposition to improve productivity.
-When operation linked to production, strong contribution to SIOP/MPS to optimize resources.
-Ethics and compliance referent for the Operation. Escalation to HR Director and Group HR of any deviation or doubt on real time for check procedure.
-Contribution to National social relation when requested by the Industrial Relation expert, to explain business trend and social consequences.
-Define human resources sourcing policy based on TDP / MTP / Budget, and organize recruitment and/or sub-contracting channels to deliver 100% resources on time and quality.
-Define competencies development plan based on TDP / MTP / Budget, and organize training, personal development plan, mentoring, tutoring, coaching,… to ensure 100% resources qualified as per business need.
Manager support & mentoring
-Involvement of Personnel Leader: define IP for the Operation entity, ensure deployment and coach manager on best practices and improvement plan.
-Support, mentor and launch coaching when needed to improve management team leadership skills.
-Contribute to generate good teamwork environment at Operation staff.
-Coordinate all HR processes and review for the Operation Leader, up to N-2. Including talent development yearly event and compensation and benefits campaign.
-Coordinate people review at staff level, with the objective to anticipate need (qualitative and quantitative), secure key position, develop key potential, retain key talent.
Individual Partner for Employee
-Listen to employee and ensure best favorable social climate for their involvement.
-Ensure employees the quality of HR services through follow up and service level agreement review with SSC.
-Individual Development Plan follow up.
-Organize a well-being working environment as per Valeo definition, for the employee directly under management perimeter and close to HRBP location. Other employees will be managed by proximity HRBP on their site directly.
Local Industrial relation environment
-First contact for all external relation linked to working organization / legislation.
-Valeo representative in local professional community and unions when existing.