QUALIFICATIONS AND REQUIREMENTS

• Bachelor’s or Master’s degree in Human Resources, Business Administration, Industrial Engineering, or a related discipline
• Minimum 15 years of progressive HR leadership experience, including 5+ years in a production/manufacturing environment
• Proven expertise in performance management, total rewards, and compensation structuring
• Strong understanding of production KPIs, labor planning, shift work dynamics, and HR’s role in operational performance
• Solid knowledge of labor laws, industrial relations, and occupational health & safety practices
• Experience working in a unionized environment (preferred but not mandatory)
• Fluent in English and [Local Language]
• Strong data orientation; experience using HRIS and workforce analytics tools
• Results-driven and commercially minded
• Strong leadership presence with the ability to influence across factory and HQ levels
• Resilient, hands-on, and pragmatic in fast-paced, industrial environments
• Passionate about aligning people strategies with frontline operations

KEY RESPONSIBILITIES

Strategic HR Leadership

• Develop and execute an integrated People & Culture strategy aligned with business and operational priorities.
• Serve as a trusted advisor to the CEO and executive team on organization structure, workforce planning, and leadership development.
• Build scalable HR processes across multi-site production environments.

Performance Management

• Design and implement a results-oriented performance management framework for all levels of the organization — from plant operators to senior leaders.
• Introduce KPIs, competency models, and objective-setting processes aligned with operational efficiency, quality, and safety targets.
• Train and support managers in delivering effective performance reviews, feedback, and coaching.
• Monitor performance data and develop targeted action plans to improve underperformance, recognize high performers, and align rewards.

Compensation & Benefits (C&B)

• Develop and manage competitive and equitable compensation & benefits strategies for both white-collar and blue-collar workforce.
• Ensure internal equity and external competitiveness through regular benchmarking and job evaluations.
• Design variable pay, bonus, and reward systems that reflect both business results and individual performance, especially in factory settings.
• Collaborate with Finance and Operations on labor cost planning, salary review cycles, incentive programs, and union negotiations (if applicable).
• Optimize benefits offerings (healthcare, transportation, meal, shift premiums, etc.) for operational effectiveness and employee satisfaction.

Production Workforce HR Operations

• Lead all HR processes for factory operations, including shift-based staffing, time & attendance, and labor planning.
• Build engagement strategies tailored to production employees; maintain strong visibility and credibility on the shop floor.
• Collaborate with Operations and EHS on occupational safety, compliance, and workforce discipline.
• Promote a continuous improvement mindset in HR service delivery for factory teams.

Talent and Capability Development

• Design development programs for key technical and leadership roles across the organization.
• Drive upskilling, cross-training, and internal mobility, especially in production roles.
• Implement succession planning and readiness strategies for critical positions.