Background

Coca-Cola Beverages Africa (CCBA) presents an exciting opportunity for a Country Lead People & Culture: Supply Chain & Employee Relations to join the People & Culture (HR) team at CCBA. The role will report to the People & Culture Director.

CCBA is the 8th largest Coca-Cola? authorised bottler?in the world by revenue, and the largest on the continent. It accounts for over 40% of all Coca-Cola?ready-to-drink beverages?sold in Africa by volume. With over 14 000 employees in Africa, CCBA?group?services more than 800 000 customers with a host of international and local brands. CCBA group operates in 14 countries: South Africa, Kenya, Ethiopia, Uganda, Mozambique, Namibia, Tanzania, Botswana, Zambia, Eswatini, Lesotho, Malawi and the islands of Comoros and Mayotte.

Key Purpose

To provide strategic People & Culture leadership for the Supply Chain function and country-wide Employee Relations agenda, ensuring the organization has the right people, capabilities, culture, employee experience and industrial relations framework to deliver its business strategy. The role partners with Supply Chain and senior leadership to drive organizational effectiveness, talent development, employee engagement, performance, workforce planning and constructive employee relations.

Key Outputs And Accountabilities Include, But Not Limited To

• Ensure adherence to applicable local labor laws and educate leaders on local employment practices, requirements and obligations.
• Implement talent development strategies aligned with People & Culture priorities and business objectives.
• Use workforce and talent analytics to identify and address talent challenges and build a skilled and sustainable talent pipeline.
• Anticipate future talent requirements and localize talent sourcing strategies to meet current and future business needs.
• Identify and develop high-potential employees to accelerate their growth and strengthen succession pipelines for critical roles.
• Partner with Line Managers to streamline people-related operations, optimize workforce deployment and reduce labor costs.
• Maintain financial governance across reward processes and ensure equitable and consistent reward practices.
• Drive initiatives to optimize spans of control, management ratios, and organizational structures to improve operational efficiency.
• Lead the localization and implementation of change initiatives while building change-management capability among leaders and employees.
• Harness team strengths and capabilities to build organizational effectiveness and deliver business objectives.
• Build and maintain constructive relationships with unions to prevent industrial action and support a stable and productive work environment.
• Ensure full adherence to local labor laws and applicable union agreements to minimize legal exposure and avoid regulatory penalties.
• Align Learning and Development initiatives with business strategies and capability requirements to support continuous improvement and organizational performance.

Qualifications And Experience

Skills and Experience and Education

Qualifications

• Bachelor’s degree in Human Resources Management, Industrial Relations, Business Administration, Organizational Psychology, Law, or a related field.
• A postgraduate qualification in Human Resources, Business Administration, Organizational Development, or a related discipline is an added advantage.
• Professional HR certification such as CIPD, SHRM, IHRM, or an equivalent recognized professional qualification.

Experience

• Five to Eight years extensive experience in People & Culture, Human Resources, Employee Relations, Business Partnering or Industrial Relations, preferably within a large, complex and multinational organization.
• Demonstrated experience partnering with senior leadership and providing strategic People & Culture support to Supply Chain or other operational functions.
• Strong knowledge and practical application of local labor laws, employment regulations, collective bargaining agreements and industrial relations practices.
• Proven experience managing complex employee relations, disciplinary, grievance and union-related matters.

Skills

• Strategic Leadership: Anticipates business trends and translates them into aligned, forward-looking People & Culture strategies and priorities.
• Operational Agility: Fosters alignment, collaboration and effective communication across diverse organizational levels and functions.
• Talent Management Expertise: Develops adaptable talent strategies, identifies capability and skill gaps and implements solutions to address current and future talent needs.
• Change and Digital Leadership: Leads digital transformation, organizational change and the adoption of new ways of working.
• Business Acumen: Connects People & Culture strategies with business objectives to support operational performance, productivity and growth.
• Culture Transformation: Drives and embeds cultural shifts that strengthen collaboration, employee effectiveness and organizational performance.
• Diversity & Inclusion Champion: Develops and implements diversity and inclusion strategies that promote an inclusive and equitable workplace.
• Employment Law Expertise: Demonstrates extensive knowledge of employment laws, labor regulations and industrial relations practices.
• Data-Driven Decision Making: Applies data, analytics, and evidence-based insights to support strategic decision-making and business outcomes.
• Organizational Architect: Designs and optimizes organizational structures to promote flexibility, effectiveness and sustainable growth.
• Leadership Excellence: Demonstrates exceptional ability to motivate, guide, coach and inspire teams to achieve organizational objectives.
• Data & Analytics: Demonstrates strong analytical capability, data accuracy stewardship and deductive reasoning in translating analytics into meaningful insights and actionable tactical interventions.

• Ensure adherence to applicable local labor laws and educate leaders on local employment practices, requirements and obligations.
• Implement talent development strategies aligned with People & Culture priorities and business objectives.
• Use workforce and talent analytics to identify and address talent challenges and build a skilled and sustainable talent pipeline.
• Anticipate future talent requirements and localize talent sourcing strategies to meet current and future business needs.
• Identify and develop high-potential employees to accelerate their growth and strengthen succession pipelines for critical roles.
• Partner with Line Managers to streamline people-related operations, optimize workforce deployment and reduce labor costs.
• Maintain financial governance across reward processes and ensure equitable and consistent reward practices.
• Drive initiatives to optimize spans of control, management ratios, and organizational structures to improve operational efficiency.
• Lead the localization and implementation of change initiatives while building change-management capability among leaders and employees.
• Harness team strengths and capabilities to build organizational effectiveness and deliver business objectives.
• Build and maintain constructive relationships with unions to prevent industrial action and support a stable and productive work environment.
• Ensure full adherence to local labor laws and applicable union agreements to minimize legal exposure and avoid regulatory penalties.
• Align Learning and Development initiatives with business strategies and capability requirements to support continuous improvement and organizational performance.

• Strategic Leadership: Anticipates business trends and translates them into aligned, forward-looking People & Culture strategies and priorities.
• Operational Agility: Fosters alignment, collaboration and effective communication across diverse organizational levels and functions.
• Talent Management Expertise: Develops adaptable talent strategies, identifies capability and skill gaps and implements solutions to address current and future talent needs.
• Change and Digital Leadership: Leads digital transformation, organizational change and the adoption of new ways of working.
• Business Acumen: Connects People & Culture strategies with business objectives to support operational performance, productivity and growth.
• Culture Transformation: Drives and embeds cultural shifts that strengthen collaboration, employee effectiveness and organizational performance.
• Diversity & Inclusion Champion: Develops and implements diversity and inclusion strategies that promote an inclusive and equitable workplace.
• Employment Law Expertise: Demonstrates extensive knowledge of employment laws, labor regulations and industrial relations practices.
• Data-Driven Decision Making: Applies data, analytics, and evidence-based insights to support strategic decision-making and business outcomes.
• Organizational Architect: Designs and optimizes organizational structures to promote flexibility, effectiveness and sustainable growth.
• Leadership Excellence: Demonstrates exceptional ability to motivate, guide, coach and inspire teams to achieve organizational objectives.
• Data & Analytics: Demonstrates strong analytical capability, data accuracy stewardship and deductive reasoning in translating analytics into meaningful insights and actionable tactical interventions.

• Bachelor’s degree in Human Resources Management, Industrial Relations, Business Administration, Organizational Psychology, Law, or a related field.
• A postgraduate qualification in Human Resources, Business Administration, Organizational Development, or a related discipline is an added advantage.
• Professional HR certification such as CIPD, SHRM, IHRM, or an equivalent recognized professional qualification.