HRBP Manager for UFS Indonesia

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Business Context and Main Purpose of the Job Unilever Food Solutions is an independent Global Business Unit, which is the 5th largest BU in Unilever. UFS is ~20% of Nutrition BG and operates in 76 markets with a Turnover of about €3 Bn. We have a compelling ambition: To be a €5 Bn business by 2030, becoming the leader in digital selling in the food service industry, the best solution provider for our Operators and the planet, and a Winning People Engine. UFS operates with a different business model with greater emphasis on chefs and field sales to drive demand creation with operators in a B2B setting. UFS is a unique business within Unilever, with a constant focus on executional excellence and consistent productivity improvements leading to significant value creation, which is enabled by the expertise in the professional foodservice channel that comes with a dedicated foodservice business unit. UFS is the place where we will be all Chefs supporting Chefs! At UFS we have an entrepreneurial culture with a commitment to speed, simplicity and trust, whilst having a hunger to grow - both our business and our people. UFS also proudly commits to high employee engagement every year with Univoice scores ahead of Unilever across all dimensions. It is the place where you can be a risk taker, test and iterate, and be a trendsetter. You can think and work like an owner of our own business and be ahead of the curve. With the purpose of "We free you to love what you do" and the DNA "having empathy for the people we serve and the expertise to meet their needs 24/7" you will become a part of a "People-to-People organisation." You will work explore new opportunities, big and small, that will make our business grow faster. You will continuously learn, unlearn, relearn, and challenge yourself to accelerate your development in an end-to-end business and in end-to-end roles. Indonesia represents the highest growth headroom within SEA, making it critical to have a strong, on-the-ground HR partner who can effectively support the Managing Director and cross-functional Leadership Team to unlock growth and value. This role requires a credible HR practitioner with strong business acumen, sharp partnering capability, and a growth mindset, able to both navigate and lead transformation while complementing and strengthening the existing LT dynamic. The HRBP will own and deliver the country People Agenda, tailoring regional frameworks to local needs, taking into account cultural nuances, organisational readiness, and market sensitivities. The role will work in close, agile partnership with the Regional HR Head and LT, continuously adapting HR interventions to ensure relevance and impact across the workforce. At the same time, the HRBP will provide hands-on, front-line HR support to ensure a strong employee experience end-to-end together with the local HR intact team (People Partner, Reward, Talent Partner, People Operations & Services, etc) as per advised by latest HR Operating frameworks. As a strategic partner, the role will drive business performance through people, anchoring organisation design, talent, culture, and change to build a high-performing, future-ready organisation in a dynamic growth and transformation environment. Main Accountabilities 1. Strategic Business Partnering Partner Country Lead & LT to translate business strategy into a clear people agenda Provide data-driven insights on org health, capability gaps, and workforce planning Consult and coach leaders to make the right people and structure decisions 2. Organisation Design & Workforce Planning Lead org design reviews to ensure lean, effective, and scalable structures Drive workforce planning aligned with growth priorities and cost discipline Support critical role justification and governance (incl. approvals, spans/layers) 3. Talent & Leadership Lead talent reviews, succession planning, and development actions Identify and ring-fence critical/top talent; mitigate retention risks proactively Strengthen leadership capability through coaching and targeted interventions 4. Culture & Engagement Own employee engagement agenda (Employee Survey, FGDs facilitation, action planning, follow-through) Ensure strong employee value proposition and culture aligned with UFS ambition Act as trusted advisor for sensitive employee matters and leadership challenges 5. Change & Transformation Drive people aspects of transformation (e.g., Org Effectiveness, Org redesign, etc) Ensure clear communication, minimal disruption, and strong talent retention Partner with global/regional HR on transition governance (ER/IR/PMO & Change committee where relevant) 6. HR Operations & Governance Ensure compliance with local labor laws and company policies Oversee key HR processes (performance, rewards, talent cycles) with discipline Drive data accuracy (e.g., Workday, Adaptive), reporting, and HR governance standards 7. HR Functional Leadership Collaborate with cross-departmental HR contacts (

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