Director, People

Overview

Pacific Refreshments Pte Ltd (Coca-Cola Singapore) is a strategic concentrate manufacturing plant in Asia. We are an export facility, specializing in the manufacturing of concentrates and beverage bases, with a complex portfolio, supporting the ASEAN, South Pacific and Southwest Asia business units. We are on a journey of growth - having completed the construction and expansion of our site towards doubling our manufacturing capacity in recent years. We have also embarked on our digital transformation journey, striving to be the Lighthouse for the Consumer Products Supply (CPS) plants in Asia and to be a leader in digital transformation.

We champion a safety-first culture, dedicated to protecting our employees' well-being and fostering a secure workplace that values each individual.

Pacific Refreshments Pte Ltd is a winner of the 2020 HR Asia Best Companies to Work For Award.

Position Overview

Coca-Cola’s strategic concentrate manufacturing plant in Asia is an export facility specializing in the manufacturing and supply of concentrates and beverage bases. With a complex portfolio supporting the ASEAN, South Pacific, and Southwest Asia Business Units, the plant is expected to double its manufacturing and warehousing capacity within the next 3–5 years.

This position serves as the HR Strategic Business Partner for Pacific Refreshments, providing both strategic and execution leadership for the people function. As a key member of the Plant Leadership Team, the role is responsible for developing and implementing strategic directions that position the organization as a world-class manufacturing operation.

Responsibilities Strategy and Organizational Development (OD)

• Partner with Plant Leadership Team to establish strategic and operational directions for the Integrated People Plan of the Plant (including annual business planning) and define organizational design and structure to support current and future business needs.
• Partner with Plant Leadership Team and People Managers to identify business and organization capability needs; develop and implement business solutions and initiatives to support business goals and bring attention to implications of short and long-term decisions, strategies, and large-scale change efforts that will yield sustainable business results.
• Develop and ensure successful deployment of the OD framework to build a high performing organization culture and set the foundation to develop organizational capabilities of people managers and associates to support business goals.
• Act as a change management facilitator to support business and people side of change.
• Support OE programs and interventions to deliver productivity, value creation and process improvements across the organization.
• Support the organization with external affairs relationships such as industry, community, schools, government agencies, etc. as required.

HR Programs and Processes

• Establish and implement HR strategies and programs to support business needs.
• Lead and ensure timely deployment of global processes such as Performance Enablement (PE), People Development Forum (PDF), and Annual Rewards Management Program including calibration sessions for the Plant.
• Ensure talent pipeline and development plan are in place for critical roles. Identify talent gaps, develop and implement development plans to support talent and succession plan.
• Lead resource planning, develop and execute hiring strategy to support business needs.
• Develop and implement orientation and on-boarding program for new hires.
• Leverage HR Service Delivery Model and work with various SBPs, COEs and Associate Services (e.g., Compensation, Global Mobility, Workforce Administration, Payroll and Benefits, etc.) across the system to ensure smooth deployment of HR services in the organization.
• Establish and ensure HR processes, policies, and guidelines are in place to support Human Rights Policy, KORE, Employee Health and Hygiene Program, ISO certifications, local statutory/regulatory and any other corporate compliance requirements.
• Develop job descriptions with people managers. Coordinate with Compensation COE and Job Evaluation Team on job evaluation and job grading for job positions.
• Participate as an active team member of CPS HR East Operations.

Employee Engagement and Programs

• Lead Culture and Engagement Surveys deployment in the organization. Conduct results analysis including focus groups, develop and implement action plan to close gaps and sustain positive employee engagement.
• Lead Coca-Cola Ambassador initiatives manage employee relations (including union where applicable), welfare and communication programs to support culture building and sustain momentum for employee engagement.
• Develop and deploy local employee reward and recognition programs as a vehicle to drive high performance and employee engagement.

Organizational Capability Development

• Partner with Plant Leadership Team and People Managers in identifying organizational capability requirements given business needs and long-term plans and developing strategies and action plans to address capability gaps.
• Conduct training needs analysis, develop annual training and development plan, and ensure timely implementation of training and development plan to build capabilities of people managers and associates in the organization.
• Facilitate leadership and personal development training programs for people managers and associates.
• Leverage Versatility Skills Matrix (VSM) implementation to build organizational capabilities and multi-skills workforce in the organization.
• Establish training management system and maintain training records to ensure audit readiness. Evaluate training effectiveness.

Functional HR Support

• Provide strategic HR advisory for a function in the geography.
• Support Functional Director and functional core team in developing strategy for functional organization change, annual business planning, capability building including facilitating of key HR processes such as employee engagement, PDF and performance differentiation at the functional level.
• Ensure office administration/services and plant facilities including 3rd party contract services (such as security, cafeteria, cleaning services, transportation, landscaping, uniforms and laundry) are managed in a timely and cost effective manner.

Requirements

• Minimum 10 years of HR experience, including strategic business partnering in MNCs.
• University Degree in Business Administration or Human Resources Management; Master’s degree is an advantage.
• HR leadership experience in food, pharmaceutical, or related manufacturing sectors.
• Strong knowledge of labor laws, employee relations, and compensation practices.
• Digital fluency is a plus.
• Proven ability to influence and collaborate with senior stakeholders.
• Solid understanding of OD principles and tools.
• Excellent interpersonal and communication skills, with the ability to work across diverse and multicultural environments.
• Proactive, meticulous, and strong in follow-through.

Seniority level

• Director

Employment type

• Full-time

Job function

• Human Resources and Strategy/Planning

Industries

• Manufacturing, Food and Beverage Manufacturing, and Beverage Manufacturing

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