HR Strategic Business Partner

Reporting to the General Manager CPS (Commercial Products Supply) Pakistan, the HR Strategic Business Partner plays a key role as a member of the Plant Leadership Team. This standalone role is responsible for end-to-end HR deliver for our CPS plant in Pakistan. The scope of the role includes organizational development, performance and talent management, leadership development, talent acquisition, employee engagement, culture, communication, change management and rewards and recognition.

Key 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 brings 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.

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.
• Establish and ensure HR processes, policies, and guidelines are in place.
• Operational management of pool vehicles, staff vans, security, cafeteria and gate management.

Employee Engagement and Programs

• Lead Employee Insights Survey (EIS) deployment in the organization. Conduct results analysis including focus groups, develop and implement action plan to close gaps and sustain positive employee engagement.
• Manage employee relations, 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.
• Ability to proactively manage complex labor issues, in compliance with local labor law and best practice.

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. Incorporate and implement CPS Capability Development Framework.

Qualifications / Competencies / Skills

• At least 6 years’ experience in HR, with strong business partnering experience in a multinational organization. HR experience in the manufacturing industry required.
• University Degree in Business Administration or Human Resources Management. Masters degree in Business, HRM or Organizational Psychology would be an advantage.
• Knowledge of local Labor Law required, and experience of dealing with complex labor issues.
• Ability to operate at a senior level, and manage relationships with senior management and other stakeholders.
• Proficient in MS Office applications such as Words, Excel, PowerPoint.
• Excellent influencing, interpersonal and communication skills.
• Proactive, independent, meticulous and strong follow-up skills.
• Analytical-thinking and problem-solving.

SkillsCulture Building; Training and Development; Human Resource Information Systems (HRIS); Human Resources Processes; Organizational Development (OD); HR Programs

Our Purpose And Growth Culture

We are taking deliberate action to nurture an inclusive culture that is grounded in our company purpose, to refresh the world and make a difference. We act with a growth mindset, take an expansive approach to what’s possible and believe in continuous learning to improve our business and ourselves. We focus on four key behaviors – curious, empowered, inclusive and agile – and value how we work as much as what we achieve. We believe that our culture is one of the reasons our company continues to thrive after 130+ years. Visit Our Purpose and Vision to learn more about these behaviors and how you can bring them to life in your next role at Coca-Cola.

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class. When we collect your personal information as part of a job application or offer of employment, we do so in accordance with industry standards and best practices and in compliance with applicable privacy laws.

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