Director, People and Culture

Description:

Reports to: Vice President, People & Culture, ASP OU (Singapore based)

Location : Sydney, Australia

Job Summary

The Director, People & Culture, ASP plays a pivotal role in supporting the key priorities of the People & Culture (P&C) function within the ASEAN South Pacific Operating Unit (ASP). Operating as a strategic business partner, this role focuses on providing targeted P&C support to functions and/or geographies. The Director will also lead the execution of selected projects from the Annual Business Plan and P&C strategic priorities, ensuring alignment with organizational objectives.

Working closely with the VP, People & Culture, as well as other P&C leaders, this position will drive initiatives that balance strategic priorities with effective project delivery and stakeholder support, contributing to a cohesive and engaging employee experience across the organization.

Based in Sydney, this individual contributor role will partner strongly with the Vice President, Franchise Growth for Australia & New Zealand in ensuring the end-to-end Talent, Learning and Rewards global processes in the two markets. Critically, he/she will co-create and implement people strategies and practices, in line with the key business priorities.

Key Responsibilities

• Strategic Business Partnering: Serve as a strategic business partner to functions/geographies, providing support on workforce planning, employee engagement, and organizational design aligned with business objectives. Partner with business leaders to identify trends, surface risks or barriers, and provide actionable solutions that promote team effectiveness and organizational growth. Lead ABP Initiatives: Lead planning, delivery, and measurement of projects from the P&C Annual Business Plan, ensuring alignment with organizational objectives. Manage multi-functional programs and coordinate with cross-regional teams to deliver measurable results. Champion and execute enterprise-wide P&C initiatives within client groups, ensuring that business needs and OU priorities are seamlessly integrated.
• Guidance and Coaching: Act as a trusted advisor, offering insights and guidance on people strategies that align with both short-term and long-term business priorities. Partner with leaders to implement initiatives that strengthen leadership capabilities, improve team dynamics, and develop workforce skills. Effectively influence stakeholders within and beyond the function concerning policies, procedures, and practices. Communicate regularly with internal and external parties, including senior executives, customers, and vendors.
• Championing Company Culture: Support the alignment of organizational values with business practices by driving culture-shaping efforts within client groups. Engage leaders in reinforcing behaviors that foster inclusion, collaboration, and employee well-being.
• Change Management: Enable client groups to build readiness for organizational change by planning and delivering tailored solutions. Provide leaders with tools and strategies to manage transitions effectively and ensure teams are prepared for transformation.
• Talent Management: Collaborate with COEs to implement effective recruitment, development, and Total Rewards strategies that meet functional needs. Build talent pipelines and ensure the alignment of performance management practices with regional priorities.
• Global Collaboration: Align and collaborate with regional and global P&C leaders to integrate best practices and ensure consistency across initiatives. Act as a critical link between client-specific needs and the broader organizational agenda.
  
  

Qualifications & Requirements

• Education: Bachelor’s Degree and above
• Experience: Minimum 10 years of experience in Human Resource Management, Organizational Development, or similar fields within a multinational organization.
• Strong strategic and operational P&C capabilities, with demonstrated success in delivering business partnering and P&C projects.
• Demonstrated ability to manage diverse and multiple stakeholders in a matrix and multicultural environment.
• Experience with human capital processes, including talent management, organizational design, change management, and leadership development.
• Solid project management skills, with experience managing cross-functional initiatives and meeting clear deliverables.
• Excellent interpersonal, communication, and influencing skills, with the ability to work effectively at all levels in the organization.
  
  

About Coca‑Cola ASEAN & South Pacific

The Coca‑Cola Company (NYSE: KO) is a total beverage company with products sold in more than 200 countries and territories. Our company’s purpose is to refresh the world and make a difference. The Coca‑Cola ASEAN and South Pacific (ASP) operating unit serves 25 countries across Southeast Asia, Australia, New Zealand and the Pacific Islands. Our portfolio of sparkling soft drink brands in ASP includes Coca-Cola, Sprite and Fanta. We also offer a variety of water, sports, juice, dairy, and tea brands including Dasani, Mount Franklin, Wilkins, AdeS, smartwater, vitaminwater, Powerade, Fuze Tea, Minute Maid and Nutriboost. We’re constantly innovating and transforming our portfolio, from reducing sugar in our drinks to bringing new and exciting products to market. We seek to positively impact people’s lives, communities and the planet through water replenishment, packaging recycling, sustainable sourcing practices and emissions reductions across our value chain. Together with our bottling partners, we help bring economic opportunity to local communities across the region. Learn more at www.coca-colacompany.com and follow us on Twitter, Instagram, Facebook and LinkedIn.

The Coca-Cola Company: Refresh the World. Make a Difference

We are here to refresh the world and make a difference. Learn more about The Coca-Cola Company, our brands and our purpose.

Skills

Onboarding; Performance Management (PM); Human Resource Information Systems (HRIS); Conflict Resolution; Succession Planning; Leadership Training and Development; Recruiting; Waterfall Model; Talent Acquisition; Group Problem Solving; Communication; People Management; Coaching; Human Resources (HR); Workforce Planning; Change Management

Annual Incentive Reference Value Percentage:30

Annual Incentive reference value is a market-based competitive value for your role. It falls in the middle of the range for your role, indicating performance at target.