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&O 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.