HR Strategic Business Partner-CPS Plant

Location(s):

Japan

City/Cities:

Shiga

Travel Required:

00% - 25%

Relocation Provided:

No

Job Posting End Date:

January 31, 2026

Shift:

Reduced Working Hours (Japan)

Job Description Summary:

Key Responsibilities: 

People & Culture Strategy:

• Contribute to the development and execution of the People & Culture strategy aligned with the objectives of the CPS organization, the plant and the company.
• Drive the strategic business agenda, underpinned by a diverse, productive, and engaged system workforce. 
• Develop and execute People strategies that support the long-term goals of the organization. Managing the team's priorities efficiently.
• Align P & C initiatives with business objectives, technological advancements, and market trends to drive organizational success.

Business Partnership:

• Responsible for partnering with the business leaders in the ecosystem network, COE’s such as Talent & Acquisition, Total Rewards, Talent & Development and Employee Experience Services in building capabilities for driving sustainable and profitable business growth. 
• Advises Plant GMs on the implications of short and long-term decisions, strategies, and large-scale change efforts that will yield sustainable business results.
• Monitors and leverages performance results and recommends improvement opportunities.
• Outside-In Connection: understand how companies in similar and related industries are operating to sustainably evolve the plant's competitiveness

Change Management:

• Facilitate and manage organizational change initiatives within the plant. Developing and executing change management plans to support associates and managers during processes of transformation and adaptation to new policies or procedures, addressing the human aspects of technology adoption.
• Enable and anticipate the impact of CPS Transformation into changes at People level. Translating the impact of these changes into the People strategy. Influencing and mobilizing the organization and peers to connect with the changes in a way that is consistent with the plant's strategy. Translate into concrete actions.
• Provide support and resources to associates during transitions and ensure clear communication of changes. Co-create the change story.
• Partnership with stakeholders to anticipate future needs and implement programs, as well as tools to develop a work environment of excellence and productivity, accelerating the adoption of innovation in processes and ways of working.

Culture and DE & I:

• Lead the cultural transformation in the Plant, based on the new CPS Operating Model and the Leadership Definition.
• Develop a Data-Driven Decision Making culture; promote and utilize HR analytics tools to gather and analyze workforce data. Make informed decisions based on data insights (e.g., PE; Survey, etc.) to improve people processes, predict trends, and address potential issues proactively.
• Foster a positive organizational culture that embraces technology and innovation.
• Develop a culture of growth that inspires and enables through an inclusive and diverse organization that promotes well-being.

Employee Engagement:

• Lead initiatives to enhance associate engagement, motivation, and retention during periods of transformation.
• Create a culture of engagement and foster a strong connection between contribution to growth and rewards.
• Measure using the company's listening tools and continuously improve engagement through actions co-created with leaders and employee feedback.

Talent Management and Organization Development

• Build agenda at plant level for workforce Planning and Talent Acquisition, assessing future workforce needs in alignment with technological advancements.
• Develop and implement recruitment strategies to attract talent with the necessary technical and digital skills.
• Plan for succession and career development within the organization.
• Enable high performance and plan for succession for key CPS leadership roles aligned to future operating model.
• Place and move key talent to strengthen the pipeline and build a deep bench of diverse talent leveraging system-integrated talent routines across functions.

Training and Development:

• Identify skill gaps and provide training programs to upskill and reskill associates.
• Develop training and capability plan focused on technical, digital, and automation to ensure employees are equipped for new roles and future challenges.
• Develop direct reports: equalizing and organizing responsibilities so that tasks are distributed, and efforts are not duplicated. Identify the capabilities that the P & C team requires and align how to structure the teams in the plants: Clarify who does what within the P&C teams in order to create sustainable teams.

Digital Transformation Leadership:

• Lead and support the organization through digital transformation initiatives.
• Ensure smooth integration of new technologies and automation processes.
• Develop strategies to manage the impact of digital transformation on the workforce.

Compliance and Risk Management:

• Maintain open and effective communication between management and associates, resolving labor conflicts and issues in a timely and fair manner. Working collaboratively with the legal and Employee Relations teams
•  Ensure compliance with labor laws and regulations, especially those related to technology and automation.
•  Monitor and manage risks associated with data privacy, and workplace safety in an automated environment.  
• Negotiate and mediate the drafting of collective agreements, if applicable.
• Create a dynamic of connection and collaboration with the unions in such a way that they become partners and do not block or immobilize the necessary changes within the plants. Build conversations and influence the required changes.
• Will provide key support and technical expertise on employee relations to local leadership team. Ensuring appropriate resolution of all Ethics and Compliance complaints.

Nurture and Collaborate in the Network with Cross-Functional Teams:

•  Work closely with Production, QSE, engineering, and other teams to align People strategies with technological initiatives.
• Facilitate collaboration between areas to ensure cohesive implementation of digital transformation projects.
• Stakeholder Management – People & Culture KO Network: Connect and maintain fine alignment with the various P&C functions within the company to make decisions that require comprehensive involvement.
• Manage multiple agendas with internal functions such as Experience Hub, Global TR, T&D, etc., by strategically articulating projects and necessary support.

Total Rewards:  

• Administer employee compensation and benefits programs.
• Evaluate and adjust Total rewards tools to maintain market competitiveness.
• Ensure that employees understand and utilize the offered conditions.

Qualifications & Requirements

Key Knowledge Areas

• Digital Transformation and Change Management: In-depth understanding of digital transformation processes and methodologies. Knowledge of change management principles to guide the organization through digital and automation transitions.
• Advanced HR Analytics: Proficiency in using HR analytics tools to interpret workforce data. Ability to leverage data to make strategic People decisions, predict trends, and identify areas for improvement.

• Employment Laws and Compliance: Comprehensive understanding of national and local labor laws, especially those related to technology and automation in the workplace. Knowledge of compliance requirements for health and safety in a highly automated environment.
• Technology and Automation: Familiarity with the specific technologies and automation systems used within the plant. Understanding of Industry 4.0 principles and how they impact workforce management.
• Talent Management and Development: Expertise in identifying skills gaps and designing training programs to develop technical and digital competencies. Knowledge of succession planning and talent development strategies to support a digitally evolving workforce.
• Strategic HR Planning:  Ability to align People strategies with the overall business objectives and technological advancements. Strategic workforce planning skills to ensure the right talent is in place to meet future demands. Employee Engagement and Culture: Understanding of how digital transformation impacts organizational culture and employee engagement. Knowledge of strategies to maintain high levels of engagement and morale during periods of significant change.
• Project Management: Competence in project management techniques to oversee People initiatives related to technology and automation. Knowledge of tools and methodologies to manage People projects efficiently, ensuring they are delivered on time and within budget.
• Leadership and Collaboration: Strong leadership skills to guide and support teams through periods of transformation. Ability to collaborate effectively with IT, engineering, and other departments to ensure seamless integration of People practices with technological advancements.

Key Skills

• People Mindset: People-centric approach; deploy an empathetic approach by understanding what is important to people. Be aware of the relevance of well-being and translate it into concrete actions that enable them to perform as a high-performing team.
• Business Partnership: Understand the business to achieve a deep understanding of how the dynamics within the plant will change. Be close to the team, accompanying and anticipating future needs and their impact on people to manage, mitigate, and advise on how to handle these changes. Anticipate the impact on labor relations by understanding the labor relations context. Understand contextual regulations and help the operation understand what they can and cannot do. Help them see the big picture.
• Strong communication: It is crucial for conveying ideas, policies, and procedures clearly and understandably.  Strong communication skills are required Empathy: Connect with people and understand what is happening in the field. Connect with the experience of associates in manufacturing and production. Help them understand why changes are necessary and connect them with new technologies. Support them through the change, as it is happening very quickly, and assess its impact while providing them with tools to manage it. Ability to handle sensitive situations with discretion.
• Conflict resolution: The ability to mediate and resolve disputes fairly and efficiently. 
• Adaptability: The capacity to adjust to changes and new situations in the work environment. 
• Active listening: Involves paying attention and valuing the opinions and concerns of employees. 
• Leadership: Inspiring and guiding associates towards achieving organizational goals. Leadership definitions by coca-cola.
• Curiosity: understand what is happening at the various functional levels
• Data & Analytical skills: join and connect the dots, create the story with the dots. Understand how to read data.
• Digital Mindset: Connect new technologies to add value to plant activities. Learning & Development: solid background in training and development to help the organization stay updated in a timely manner and accelerate skills acquisition proactively. The rapid pace of change requires managing teaching and training technology that allows for quickly having a prepared workforce. Network Mindset: Evolve connections with sources of new talent such as technical schools, universities, and experts in automation within the network to attract the right people.
• Bilingual; Bilingual, plus the local language of the plant. Fluent written and spoken English.
• Cultural Diversity; The incumbent in this role needs excellent interpersonal skills and very well-developed cultural awareness skills, given that the role will work closely with people in multiple plants across different countries and working with multiple stakeholders within the broader KO System. 
• Growth Mindset: Demonstrates Curiosity. Welcomes failure as a learning opportunity.
• Smart Risk: Makes bold decisions/recommendations.
• Fast/Agile: Removes barriers to move faster. Experiments and adapts. Thrives under pressure and fast pace.
• Empowered: Brings solutions instead of problems. Challenges the status quo. Has the courage to take an unpopular stance.

Key Experiences

• Basic understanding of all end-to-end HR processes is essential: employee life cycle within the company, understanding from Talent & Acquisition, onboarding, training & Development, Payroll, and wellbeing. With this foundational experience, it is crucial to have experience strategically connecting each of these processes with the plant's business reality.
• Solid experience using data as a source of awareness to evaluate needs and manage tools or vendors accordingly.
• Experience in industries related to CPS but that are leading changes in their field so that we can quickly adopt changes, such as leading companies in the pharmaceutical or medical industry. Companies that are more creators than followers.
• Leading teams in transformation processes, incorporating new competencies in the areas of operations, production, and manufacturing that will be required in the future: robotization, automation.
• 10+ years of progressive experience in Human Resources, in a manufacturing environment.
• Experience in relevant geography required

Education

• Bachelor’s degree in human resources, Business Administration, Industrial Engineering or equivalent. Post-graduate degree in related field or MBA preferred.
• Specialization in Digital Transformation and Automation: Continuing education programs or specific courses in digital transformation and automation can be very valuable.
• Certifications Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR).
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP):Offered by the Society for Human Resource Management, it certifies operational and strategic skills in human resources management. Or an equivalent entity.
• Change Management Certification (CCMP): Offered by the Association of Change Management Professionals, it validates skills in organizational change management.
• Digital HR Certification (DHRP): Offered by various institutions, this certification validates competencies in using digital technologies in human resources management.
• Human Resources Data Analytics Certification (HR Analytics): Certifies competencies in data analysis for informed decision-making in human resources management.
• Technology Leadership Certification (Tech Leadership): Validates capabilities at the intersection of human resources management and technology, suitable for highly technical environments.

Skills:

Change Management, Coaching, Communication, Conflict Resolution, Group Problem Solving, Human Resource Information Systems (HRIS), Human Resources (HR), Leadership Training and Development, Onboarding, People Management, Performance Management (PM), Recruiting, Succession Planning, Talent Acquisition, Waterfall Model, Workforce Planning

Our Purpose and Growth Culture:

We are taking deliberate action to nurture an inclusive culture that is grounded in our company purpose, to refresh the world and make a difference. We act with a growth mindset, take an expansive approach to what’s possible and believe in continuous learning to improve our business and ourselves. We focus on four key behaviors – curious, empowered, inclusive and agile – and value how we work as much as what we achieve. We believe that our culture is one of the reasons our company continues to thrive after 130+ years. Visit Our Purpose and Vision to learn more about these behaviors and how you can bring them to life in your next role at Coca-Cola.