The HR Manager will partner with business and functional leaders to translate business priorities into practical people solutions that enable the company. The role will provide end-to-end HR support across workforce planning, talent acquisition, onboarding, performance management, employee engagement, capability development, employee relations, HR operations and people analytics, while helping to build a performance-driven and inclusive workplace.
HR Business Partnering & People Strategy
- Partner with business leaders to understand commercial and operational priorities and translate them into appropriate people interventions.
- Support the development and execution of the division's people agenda.
- Provide practical HR guidance to managers on workforce, organization and employee matters.
- Use workforce information and business insights to identify emerging people priorities.
Workforce Planning & Talent Acquisition
- Partner with hiring managers to identify workforce requirements and support manpower planning.
- Coordinate end-to-end recruitment for assigned functions and locations.
- Build pipelines for critical and recurring roles, particularly within commercial, operations and support functions.
- Promote disciplined recruitment governance and appropriate candidate assessment.
- Support effective onboarding and integration of new employees.
Performance & Talent Management
- Coordinate the performance-management cycle for the assigned business areas.
- Support managers in setting clear objectives, conducting performance conversations and documenting development priorities.
- Facilitate talent reviews and identify capability and succession needs.
- Support development plans for critical talent and emerging leaders.
- Partner with relevant stakeholders to strengthen the leadership and talent pipeline.
Learning & Capability Development
- Conduct capability-gap assessments in partnership with functional leaders.
- Translate identified business capability requirements into relevant learning interventions.
- Coordinate functional and behavioral development initiatives.
- Track effectiveness and business application of agreed learning interventions.
- Encourage a culture of continuous development.
Employee Engagement & Culture
- Support initiatives that strengthen employee experience, engagement and retention.
- Facilitate employee communication and feedback channels.
- Work with leaders to reinforce desired workplace behaviors and organizational values.
- Support action planning arising from employee feedback and engagement activities.
- Champion an environment where employees can contribute ideas and take ownership.
- Provide guidance to managers and employees on workplace issues.
- Support fair and consistent application of HR policies and procedures.
- Manage employee relations matters professionally and maintain appropriate documentation.
- Support disciplinary and grievance processes in line with applicable policy and employment requirements.
- Promote constructive employee-management relationships.
HR Operations & Governance
- Ensure employee documentation and HR records are complete and accurate.
- Support effective implementation of HR policies, processes and procedures.
- Work with relevant HR teams on employee lifecycle processes.
- Maintain confidentiality of employee and business information.
- Monitor adherence to approved HR practices and escalate material concerns appropriately.
People Analytics & Reporting
- Prepare and maintain HR dashboards and management reports.
- Monitor workforce indicators such as recruitment progress, headcount, turnover, attendance, performance completion and learning activities.
- Identify patterns and provide actionable insights to HR and business leadership.
- Use people data to support workforce and talent decisions.
Ideal Candidate: An experienced HR professional with strong business partnering capabilities and preferably 7 to 10 years of progressive HR experience within Beverages, FMCG, or a closely related consumer business.
- Bachelor's degree in Human Resources, Industrial Relations, Business Administration, Psychology or a related discipline.
- Relevant postgraduate qualification would be an advantage.
- Professional HR certification such as CIPM, SHRM or CIPD would be an advantage.
- 7 to 10 years of progressive HR experience, with substantial exposure to HR business partnering or generalist HR responsibilities.
- Prior HR experience within Beverages, FMCG, sales/distribution consumer business.
- Experience supporting commercial and/or operational populations across multiple locations would be useful.
- Practical exposure to talent acquisition, performance management, employee relations, engagement, learning and workforce planning.