Transformation-Oriented HR Director – FMCG & Manufacturing

Industry: FMCG / Manufacturing Reporting to: CEO / Managing Director Location: [Location] Department: Human Resources

Job Purpose

The HR Director will lead the overall Human Resources strategy and agenda across the organization, ensuring alignment with business objectives, operational priorities, and long-term growth plans.

The role requires a strong HR leader with extensive experience in FMCG and manufacturing environments, particularly in managing complex factory operations, large workforces, and organizational transformation.

The successful candidate will act as a strategic business partner to the CEO and executive leadership team, driving organizational effectiveness, cultural transformation, leadership development, talent management, and operational excellence while ensuring strong HR governance and employee engagement across both corporate and manufacturing operations.

Key Responsibilities

1. Strategic HR Leadership

• Develop and implement the HR strategy in alignment with the company's business objectives and growth strategy.
• Act as a strategic partner to the CEO and senior leadership team.
• Translate business priorities into effective people strategies and workforce plans.
• Lead organizational design, workforce optimization, and succession planning.
• Build a high-performance culture focused on accountability, productivity, and continuous improvement.

2. Organizational Transformation & Change Management

• Lead HR-related transformation initiatives, including organizational restructuring, operating model redesign, and cultural change.
• Drive change management initiatives to support business transformation and organizational growth.
• Develop strategies to improve organizational agility, efficiency, and employee productivity.
• Support leadership teams in managing change and building organizational readiness.
• Establish performance-driven structures, clear accountabilities, and effective management practices.

3. Manufacturing & Factory HR Management

• Oversee HR operations across manufacturing facilities, factories, and corporate functions.
• Develop workforce planning strategies for blue-collar, white-collar, technical, and managerial populations.
• Ensure effective management of industrial relations, employee relations, and labor-related matters.
• Partner with Plant Managers and Operations Directors to improve workforce productivity, attendance, retention, and engagement.
• Ensure compliance with labor laws, factory regulations, health and safety requirements, and internal policies.
• Develop effective manpower budgeting and labor cost optimization strategies.

4. Talent Management & Leadership Development

• Build robust talent acquisition strategies to attract high-caliber talent across all organizational levels.
• Develop succession planning and talent pipeline strategies for critical positions.
• Drive leadership development and management capability-building programs.
• Establish career development, competency frameworks, and talent review processes.
• Strengthen internal talent mobility and employee retention.

5. Performance & Rewards Management

• Develop and oversee performance management systems aligned with business results.
• Establish KPIs and performance evaluation frameworks across functions and factories.
• Lead compensation and benefits strategies, including salary structures, incentives, and variable pay.
• Ensure internal equity and external competitiveness.
• Drive productivity-linked reward and recognition programs.

6. Culture, Engagement & Employee Relations

• Lead initiatives to strengthen organizational culture, employee engagement, and retention.
• Foster effective communication and collaboration between management and employees.
• Manage complex employee relations and industrial relations matters.
• Build a culture of accountability, ownership, and continuous improvement.
• Promote employee well-being and a positive working environment.

7. HR Operations & Governance

• Oversee all HR functions, including recruitment, payroll, compensation and benefits, learning and development, HR operations, and employee relations.
• Establish standardized HR policies, procedures, and systems across the organization.
• Drive HR digitalization, automation, and process improvement.
• Monitor HR KPIs, workforce analytics, and people-related costs.
• Ensure compliance with applicable labor legislation and corporate governance standards.

Candidate Profile & Requirements

• Bachelor's degree in Human Resources, Business Administration, or a related discipline. A Master's degree or MBA is an advantage.
• 15+ years of progressive HR experience, with significant experience in senior HR leadership roles.
• Proven experience as an HR Director, HR VP, or equivalent senior HR leadership position.
• Strong experience in the FMCG and manufacturing industries, preferably managing multiple factories or production sites.
• Demonstrated track record of leading organizational transformation, restructuring, and change management initiatives.
• Strong understanding of industrial relations, labor law, and blue-collar workforce management.
• Experience partnering with senior business leaders and driving business-oriented HR strategies.
• Strong commercial acumen and understanding of manufacturing economics, productivity, and labor costs.
• Experience leading large HR teams and managing complex organizational structures.
• Excellent leadership, communication, negotiation, and stakeholder management skills.

Key Competencies

• Strategic thinking and business acumen.
• Organizational transformation and change leadership.
• Strong manufacturing and factory HR expertise.
• Workforce optimization and productivity improvement.
• Leadership development and talent management.
• Employee and industrial relations management.
• Performance-driven culture development.
• Data-driven decision-making.
• Influencing and executive stakeholder management.

Key Success Measures (KPIs)

The HR Director will be measured against:

• Successful delivery of the HR transformation roadmap.
• Improved workforce productivity across factories.
• Reduction in employee turnover and absenteeism.
• Optimization of manpower costs and workforce structures.
• Improved leadership capability and succession coverage.
• Improved employee engagement and retention.
• Effective industrial relations and labor compliance.
• Achievement of organizational performance and talent development objectives.
• Successful implementation of HR digitalization and process improvements