Senior HR Manager, Supply Chain, AMEA & GTR

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YOUR OPPORTUNITY As a member of the AMEA Supply Chain Leadership Team, you will lead the people agenda across AMEA & GTR Supply Chain, partnering with senior leaders to build a high-performing, future-fit organization. You will drive the people strategy across Talent, Culture, Leadership and Capability, ensuring the successful execution of strategy and AMEA Dare to GROW priorities. The role is accountable to strengthen strategic HR initiatives across a complex, multi-market Supply Chain environment. You will act as a trusted advisor to business leaders, influencing key decisions, driving leadership capability & embedding a performance-driven, inclusive and growth-oriented culture delivering sustainable business outcomes. ABOUT YOU You bring strong HR leadership experience within complex, matrixed environments, with the ability to influence senior stakeholders & drive alignment across teams and markets. You have led strategic HR initiatives combining commercial acumen with strong people leadership to deliver business impact. You build credibility and engagement at all levels, enabling high performance, leadership capability and organizational growth . RESPONSIBILITIES - WITH OUR CONSUMER AT THE HEART YOUR KEY FOCUS WILL BE As Senior HR Manager, you will play a key role in supporting the supply chain across AMEA and Global Travel Retail business. In this position, you will: HR Leadership and Partnership: Provide strong coaching and counsel to Regional VP Supply Chain AMEA & GTR and the AMEA Supply Chain Leadership Team to drive the execution of the People Strategy and agenda including organizational effectiveness, people relations, change management, staffing, compensation, conflict resolution, performance management, talent development and succession planning. Act as a first point of contact to the Supply Chain leadership teams for all HR related matters. Lead and project manage key HR initiatives and change programmes. Ensure high quality application of HR services, policies and programs. Talent Management and Succession Planning: Deliver implementation and embedding of the Global Talent Strategy to ensure best talent in key roles. Conduct Talent Review process and ensure succession pipeline for critical roles Support line managers in creation and implementation of development plans for identified population (e.g. high potential talent) to accelerate depth of succession considering performance and behaviours. Coach and educate managers on the talent development methodology and development products available Recruit and integrate high quality candidates according to business needs, lead-time and recruitment cost targets. Coordinate and liaise with contracting agencies to provide support to plant operations. Drive and implement programs and policies such as Belonging @ Bacardi, Talent Exchanges to ensure a healthy pipeline of talent in succession plans across the region. Culture and Engegment : Ensure Leadership Behaviors are implemented and embedded with rigor; strengthening performance management; Ensure engagement, wellbeing and recognition programs are fully adopted and the function continuously focusses on the actions to drive high performance. Monitor employee engagement; support implementation of action plans to drive engagement. Ensure timely and effective reporting and communication of progress as required Capabilities: Support the business in delivery of relevant and targeted training and development for Supply Chain teams with a focus on building awareness and capability across the People Strategy. Strengthen and build the Performance Management and Let's Talk process. Focus HR team on true business partnering and facilitate move of administration tasks to BES. Support and ensure functional and technical training requirements, plans, delivery, review and assessment of effectiveness are in place (primarily for bottling line operators) Organizational Capability Support design and ensure implementation of organizational changes aligned with the role model organization and talent strategy. Rigorous management of Structure Investment and COGS related to people costs. People Practices and Systems Ensure compliance with HR policies and procedures in terms of conduct, mobility, compensation & benefits, internal & external recruitment, onboarding, development, training, etc. Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations to reduce risks and ensure regulatory compliance. Partner with legal department as needed/required. Maintain HR systems (primarily WorkDay), ensure data is kept up to date and correct and provide relevant analysis and reports as required. Employee Relationships Build a deep understanding of the key motivators of all plant employees and ensure that an enabling environment exists to maximize individual performance. Manage and resolve employee relations issues and other labor/union management processes Line Management: Di

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