Manager - Human Resources - FMCG

Role Overview: We are looking for a strategic and business-oriented HR professional to drive the HR agenda for an FMCG client, with a strong focus on post-acquisition integration, HR governance, culture alignment and policy harmonisation. The ideal candidate should have hands-on experience in understanding the existing people practices of the acquired entity, identifying gaps, implementing parent-company policies, aligning organizational culture and establishing uniform HR policies, processes and governance standards. This is a unique opportunity for an HRBP who has been part of business transformation and organizational integration, rather than someone whose experience is limited to routine HR operations. Key Responsibilities: HR Integration: - Partner with business leadership during integration initiatives from an HR perspective. - Conduct HR due diligence and identify key people, organization, compensation, policy, compliance and cultural considerations during acquisitions. - Develop and execute post-merger / post-acquisition HR integration plans. - Assess existing HR practices of the acquired organization and identify gaps against the parent company's standards. - Support transition of employees, structures, roles, grades, compensation frameworks and HR processes into the parent-company ecosystem. - Manage employee communication and engagement during the integration phase. - Identify people-related risks and develop mitigation plans to ensure business continuity. Policy Harmonisation & Governance: - Lead the implementation of parent-company HR policies and practices within acquired entities. - Review and rationalize legacy HR policies, practices and processes of the acquired organization. - Establish uniform HR policies, processes and governance mechanisms across the organization. - Ensure policies are aligned with organizational objectives, statutory requirements and corporate governance standards. Drive standardisation of HR processes covering areas such as: 1. Performance Management 2. Compensation & Benefits 3. Leave & Attendance 4. Employee Relations 5. Recruitment & Onboarding 6. Learning & Development 7. Code of Conduct 8. Grievance Management 9. HR compliance and documentation Culture Integration & Change Management: - Drive culture alignment between the parent organization and newly acquired business. - Understand cultural differences and develop appropriate interventions to create a common organizational culture. - Partner with leadership to manage employee concerns, resistance and uncertainty during organizational integration. - Develop communication and change-management initiatives to facilitate smooth adoption of new policies and ways of working. - Build employee engagement and trust during periods of organizational transformation. Strategic HR Business Partnering: - Act as a trusted HR advisor to business leaders and functional heads. - Translate business priorities into appropriate people strategies and HR interventions. - Provide insights on organization structure, manpower planning, talent, succession, performance and employee engagement. - Support leadership in developing a high-performance and accountable culture. - Identify critical talent and support retention strategies, particularly during M&A and transformation initiatives. HR Transformation & Process Excellence: - Identify opportunities to improve and standardize HR processes. - Drive HR process digitization and adoption of HR systems where required. - Establish appropriate HR dashboards, metrics and governance reviews. - Monitor implementation and effectiveness of newly introduced HR policies and processes. Candidate Profile: Mandatory: - FMCG Company experience. - Experience of working on post M&A, from the HR perspective. - Demonstrated experience in implementing parent-company policies and processes within an acquired organization. - Experience in culture integration / change management following an acquisition. - Strong understanding of HR governance, policy framework and statutory compliance. - Experience in standardizing HR policies and processes across multiple businesses, entities or locations. - Strong stakeholder-management skills with the ability to work with senior business leaders. - Ability to operate strategically while also driving execution on the ground. - Strong communication, influencing and change-management capabilities. - MBA/PGDM in HR / Personnel Management or equivalent qualification preferred. What Makes This Role Unique: This is not a conventional HRBP / HR Manager position. The organization is specifically looking for an HR professional who understands how to integrate people, policies and culture after an acquisition and can help build a common HR framework across the organization. The role will suit someone who has been exposed to questions such as: - How do we bring an acquired company into the parent organization's way of working without disrupting the business? - How do we align two different organizational cultures? - How do we replace legacy HR practices with a common governance and policy framework? - How do we ensure that the acquired organization follows the same standards of compliance, performance, employee management and governance as the parent company?