Strategic People Organization Leadership • Develop and execute People Organization strategy aligned with the company’s business objectives and growth plans. • Lead organizational design, workforce planning, succession planning, leadership pipeline development, and enterprise transformation initiatives. • Advise the CEO and Executive Committee on organizational effectiveness, talent strategy, and culture development. Leadership of P Functions • Lead and integrate all core People Organization functions, including HRBP, Organization Development, Talent Acquisition, Learning Development, Compensation Benefits, Culture Engagement, and Employee Experience. • Develop and coach functional leaders to strengthen organizational capability, succession readiness, and operational excellence. Business Partnership Executive Advisory • Partner closely with Business Heads to align people strategies with business priorities and organizational goals. • Participate in Executive Committee discussions and provide strategic advisory on leadership, organizational structure, and talent effectiveness. Total Rewards Talent Strategy • Lead the design and optimization of the company’s Total Rewards framework, including compensation, incentives, benefits, and long-term incentive programs. • Drive compensation benchmarking, talent management, succession planning, and leadership development initiatives to support business growth. Culture, Engagement Employer Branding • Champion the company’s core values and foster a high-performance, people-centric culture across the organization. • Lead employee engagement, recognition, culture-building, and internal communication initiatives to enhance employee experience and organizational identity. • Serve as a key ambassador for People Culture initiatives internally and externally. Governance, Compliance People Risk Management • Oversee employee relations, labor compliance, governance practices, and sensitive people matters, including disciplinary actions, labor disputes, and workforce risk management. • Partner with Legal and senior leadership to mitigate organizational risks and ensure compliance with labor laws, internal policies, and ethical standards.

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or related fields. • Master’s degree preferred (MBA, Master’s in HR Management, Organizational Psychology, or equivalent). • Minimum 15 years of Human Resources experience, including at least 8 years in senior HR leadership roles (Head of HR, CHRO, or equivalent). • Strong experience in manufacturing, FMCG, or multinational environments with proven expertise in organizational transformation, culture building, and leadership development. • Experience in large-scale organizational transformation is an advantage. • Manufacturing industry experience is highly preferred. • Exposure to international business environments and regional markets across Asia, the US, or Australia is a plus. • Professional certifications such as SHRM or CIPD are preferred.