Director Human Resource Business Partner - Corporate

The Director of Human Resources Business Partner for Corporate at Swire Coca-Cola is responsible to lead the HR strategy and execution in partnership with the Executives and respective leadership teams for the following corporate functions: Finance, Commercial & Strategy, Information Technology, Public Affairs & Government Relations, and Human Resources. The Director utilizes their business acumen, ability to influence, and deep HR expertise to partner with Executives/Sr. Leaders to execute the business strategy by delivering talent and organizational solutions. The Director is also responsible for architecting organizations, being a coach and consultant to leaders, developing talent, driving operational excellence, building high performing teams, and modeling the organization's values. This role requires breadth of business experience across a number of different functions. Responsibilities: Facilitate strategic planning with each of the Corporate functions, which represents a significant breadth of different types of complex organizations, some of which are geographically disperse and are experiencing a significant amount of growth and/or change. Partner with the respective Executives and Sr. Leadership teams in determining organizational needs and translate those needs into a talent/org strategy and action plans. Utilize org design models to architect organizations that support the business strategy, use change frameworks to lead the transition from “current state” to “future state,” and advise leadership on organizational development issues. Partner with peer HRBP Leaders, the COE Partners, and HR Service Delivery team to envision, lead, and implement talent priorities across the employee lifecycle. Deliver core HR processes/programs being developed in our COEs to the function in tandem with local HR Partner teams. Demonstrate and accelerate the adoption of the key HR initiatives, programs and/or models Recruit, develop and lead at least 1 HRBP, providing a constant cycle of feedback, coaching and follow-up to ensure a strong pipeline of future HRBP leadership talent. Leverage data to deliver insights to the business that influence decisions and allow for more effective deployment of resources. Proactively identify opportunities to improve processes, systems, tools, etc., and partner with business leaders and HR COEs to champion/lead. Develop the recruitment strategy for senior leadership positions or for new organizational capabilities, lead robust succession planning, and drive programs in support of talent development. Model corporate values and leadership behaviors, and partner with leadership to bring the Company culture to life through demonstration and reinforcement of desired behaviors. Build a culture of inclusion by infusing Diversity, Equity, and Inclusion strategies into talent acquisition, leadership growth and development, employee experience, and organizational health. Within the business, perform regular assessments of team effectiveness to identify areas that contribute to high team performance and then lead efforts to develop capability in a systemic way.  Qualifications: Bachelor's Degree in Human Resource Management or other relevant degree required MBA, Master's of Human Resource Management or other relevant degree, preferred SHRM-CP/SCP and/or PHR/SPHR Certification, preferred 10-12 years of total relevant business experience, including having both breadth of experience across multiple areas of HR and depth of experience in one or more specialties (i.e. compensation, talent development, talent acquisition, etc.) required 8-10 years of prior experience driving significant impact as a strategic HR Business Partner required 2-4 years of experience in supporting corporate functions required 2-4 years of people leadership required   Knowledge, Skills, and Abilities: Broad HR experience across multiple disciplines of HR, including depth of experience with one or more Centers of Excellence Strong business acumen, analytical skills, and critical thinker. Ability to understand the business priorities and the competitive environment. Understand the financial implications and risks associated with talent decisions. Clear executive presence, with the confidence to coaching, influencing and act as a trusted advisor to senior leaders and executives Exceptional emotional intelligence and communication skills Highest ethical standards, integrity, authenticity, credibility and character Experience supporting a breadth of different types of client groups Experience in solutioning, advising, and driving operational and organizational change Effective conflict management skills, with the ability to find creative solutions that work for all stakeholders

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