Obela encourages sharing though their range of fresh, tasty and better for you dips and spreads, and uses these dips to create a fresh new way of eating and connecting. Obela Australia was formed in December 2011 and had a total of 3 employees at that time. From there Obela Australia has grown to be the largest business unit outside of North America. Today their business employs 79 permanent employees and is continuing to grow.
Obela has made a range of contributions to the industry which they operate in, ranging from partnering with Bedford (an organisation that employs individuals living with a disability) for some of their pre-packing needs to supporting employees to travel internationally assist with the assessment of European Union biotechnology research and development grants.
Throughout the year, Obela provide the opportunity for university students to come into their workplace and gain practical experience in areas such as quality, engineering and business. They offer a variety of projects for these students and expose them to real world situations and problems. This allows university students to continue to build their career whilst applying their knowledge and bringing new ideas to our business. To date, Obela have hosted approximately 28 local students and 14 international students.
Obela’s partnership with Bedford, a local South Australian organisation employing individuals living with a disability has also contributed to the creation of employment opportunities for in excess of 100 people with a disability, and highlights the importance of, and their commitment to, corporate social responsibility. Obela and Bedfords have been working together for five years, with Bedford workers undertaking pre-packaging tasks for Obela.
Ensuring that we recruit individuals with the appropriate skills and who fit our culture is critical to Obela’s success in achieving its short- and long-term goals. Equally as important is retaining top talent and developing our employees along the way.
Obela run a bi-annual performance and development review process. This is an opportunity for the employees and manager to have a formal review of the progress on the employee’s objectives for that year. It also provides an opportunity to review an employee’s development plan. Each year employees and their managers establish a development plan for that year, whether it be through formal training, on-job development opportunities or coaching/mentoring opportunities.
At Obela we have a formal performance management system in place, this process provides an opportunity for additional training, support, coaching and mentoring to help and employee to improve their performance to the required level. As a result of the support, training, coaching and mentoring that they’ve provided to employees, to date Obela has not been required to terminate an employee based on their lack of improved performance through their formal systems.
Through their bi-annual review process, all employees can share their career aspirations and discuss their development needs to get there. In addition to this company wide process Obela also have a specific program that recognises and develops their emerging leaders with additional investments in over and above targeted training/development to help to build and retain them within their business. Obela also recognise individuals who perform well and reward them with promotions and opportunity to further their career.
Obela shows their employees that they are committed to their growth and the direction of their career, by investing in their employees through specific departmental training and providing development opportunities. The strategic objectives are designed to building and growing Obela’s business. By undertaking the training initiatives, they are giving employees the opportunity to expand their skillset in their chosen area of work and providing them with the opportunity to be the best they can.