Senior HRBP/ HR Generalist

1. Job Purpose

The Strategic HRBP & Learning Development role acts as a catalyst for growth at the manufacturing site. This position is responsible for driving Organizational Transformation, fostering a Culture of Innovation, and building Future-Ready Capabilities. By aligning people strategies with FMCG business cycles, this role ensures the factory remains competitive, agile, and high-performing.

2. Key Responsibilities

Transformation & Strategic Projects

• HR Transformation: Lead the evolution of the factory’s organizational design to support lean manufacturing and agile decision-making.
• Change Management: Act as the lead Change Agent for site-wide initiatives, ensuring smooth transitions during technology upgrades or structural realignments.
• Strategic Projects: Direct high-impact projects such as the digitalization of the employee journey, labor productivity optimization, and workforce automation readiness.

Capability Building & Innovation (L&D Focus)

• Learning Ecosystem: Establish a comprehensive "Learning Ecosystem." Move beyond traditional training to implement Mentoring, Coaching, and Social Learning models (70-20-10) that accelerate skill acquisition.
• Strategic Mapping: Execute advanced Capabilities Mapping and Skill Matrices to identify and close gaps between current staff skills and future FMCG production requirements.
• Innovation Mindset: Drive an "Innovation Mindset" across the plant. Create platforms for employees to contribute to process improvements (e.g., Kaizen) and reward creative problem-solving.

Talent Management & Career Development

• High-Velocity Talent Management: Design and implement programs to identify and "fast-track" High-Potential (HiPo) talent to meet the rapid leadership demands of the FMCG sector.
• Succession Pipeline: Lead the talent assessment & succession planning (TASP) cycle to ensure a robust pipeline for critical technical and leadership roles.
• Career Architecture: Design transparent and motivating career paths that encourage cross-functional movement and long-term retention.

Culture & Strategic Engagement

• ISCE Framework (E&T Pillar): Drive the Education & Training pillar under the ISCE framework, ensuring the site is always "Audit-Ready" and meets international manufacturing standards.
• Impact-Based Engagement: Analyze Pulse Survey data to implement deep-dive interventions. Shift from "activity-based" engagement to "impact-based" initiatives that improve the Employee Value Proposition (EVP).

3. Key Requirements for FMCG Success

• Education: Bachelor’s degree in Business Administration, Human Resources, or a related field.
• Experience: 7–10 years of HR experience, with specific expertise in HRBP, L&D, or Talent Management roles within manufacturing or FMCG industries.
• Business Acumen: Ability to link HR initiatives to manufacturing KPIs such as labor productivity, safety metrics, and training effectiveness.
• Technical Proficiency:
• Expertise in HR Systems such as Workday, SAP, or Success Factors.
• Advanced skills in Data Analytics (Power BI) and Gen AI tools to predict capability gaps.
• Proficiency in design tools (Canva, Photoshop) for professional HR communications.
• Language: Exceptional English proficiency