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?