Director, People & Culture (HRBP)

Focus, Scope, & Impact:

• The HR Director, People & Culture is responsible, in conjunction with the VP of HR, for driving and accelerating the Japan & Korea Operating Unit (OU) People Priorities as well as Coca-Cola Global People priorities.
• Consulting with members of the Operating Unit Leadership Team and Global Centre's of Excellence, this role will lead large scale OU effectiveness, engagement and change management of business-critical initiatives.
• Your areas of influence will also require partnership with the 6 Bottlers across Japan and Korea, influencing and driving change throughout the Coca-Cola System by bringing the bottlers and partners in this journey.

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• Build relationships with your respective Leadership team member and People Leaders to be a trusted advisor to the business.
• Support the delivery of the people strategy that aligns with the OU priorities to drive business growth.
• Provide coaching and support to leaders to drive high performance & build capability within the OU.
• Drive the talent agenda to build a sustainable pipeline of talent through acquisition, appropriate talent moves, retention and development actions and working with the Bottler to develop cross system talent management.
• Facilitate People Development Forums (Talent Reviews) with Functional Leaders to help differentiate talent segmentation and performance segmentation.
• Support the embedding of Diversity, Equity & Inclusion in your function to make progress on local and gender representation, as well as in ways of working.
• Understand the business drivers and metrics and provides leaders with insights and recommendations on associates to influence decision making.
• Support, enable and monitor the business as it continues its Cultural Transformation journey to ensure a sustained improvement in performance aligned to the OU strategy and priorities.
• Build leadership capability through coaching to support the development of the desired culture.
• Build strategic thinking into the organization design model to ensure "fit for future" organizational architecture that enables the organization to respond to market factors.
• Coach senior leaders to understand and manage the human and technical sides of change
• Develop and implement effective change processes to support the people strategy.
• Awareness and support of Employee Relations and Performance Management, on an as needs basis.

• Experience in with a large global or multinational company (preferably having had a generalist/ business partner role and experience in specific HR subsystems, mainly talent development, organizational design and culture);
• English is mandatory.
• Change management experience, in special with culture and capability building.
• Human Resource experience required and experience providing HR support for employee populations outside of Japan.
• Experience in working in a previous Strategic Business Partner role, Talent Management, Reward, Organizational development/effectiveness, employee/labor relations, and change management is beneficial.
• Project Management/Change Management experience and understanding is critical.