Who We Are

The Coca-Cola Company (TCCC) is the world's largest beverage company, refreshing consumers worldwide for over 135 years. Our unrivaled portfolio includes more than 500 sparkling and still brands and more than 3,800 beverage choices, with iconic brands such as Coca-Cola, Sprite, Minute Maid, Schweppes, FuzeTea, Monster, and Fanta.

With over 1,500 employees, Coca-Cola Beverages Singapore, Malaysia & Brunei is a complex and well-developed organization that produces, sells, and distributes the Coca-Cola Company products across the country. Our world-class manufacturing plant in Halal Park, Bandar Enstek in Negeri Sembilan serves as our Halal production hub for Malaysia, Singapore, and Brunei.

Location: Menara Lien Hoe, Petaling Jaya

Department: People

Reports to: Strategic Business Partner

What You'll Do

The HR Business Partner works closely with assigned business units to execute people strategies, embed company culture, and deliver HR solutions that support business objectives and workforce effectiveness. Reporting to the Strategic Business Partner, the HRBP acts as a trusted advisor to leaders, translating people's strategies into practical actions across the employee lifecycle.

Strategic & Business Partnership

Serve as a trusted advisor to line managers on people-related matters, providing practical guidance to address workforce and organizational issues within assigned business units.
Analyze people data, trends, and operational insights to identify risks, improvement areas, and emerging needs, and recommend actions aligned with established HR frameworks.
Support the execution of people and change initiatives, working collaboratively with the cross-functional stakeholders to drive adoption at the business unit level.
Translate company and HR strategies into actionable people plans that support business performance, employee engagement, and capability development.
Support the delivery of initiatives that enhance employee experience, performance, growth, and retention, ensuring alignment with SIMA's culture, values, and strategic priorities.
Participate in HR projects and initiatives by coordinating implementation, tracking progress, and supporting change activities within the business.
Build a strong understanding of business priorities and workforce dynamics to drive effective implementation of HR programs and tools across the full employee lifecycle.
Escalating systemic issues, capability gaps, or organizational risks observed at the business unit level.

Operational & Employee Relations

Serve as the primary HR contact for assigned business units, providing end-to-end HR support across employee relations, recruitment, organizational development & learning (ODL), and compensation & benefits, in line with established policies and frameworks.
Partner with HR Centers of Expertise (Talent Acquisition, ODL, C&B) and Shared Services to coordinate and deliver HR solutions that support business needs and performance outcomes.
Provide timely, practical HR advice to managers and employees on a broad range of operational and people-related matters, ensuring consistency and fairness in application.
Manage employee relations cases including disciplinary actions, grievances, misconduct investigations, performance management, and employee counselling, in compliance with company policies and legal requirements.
Advise line managers on industrial relations matters, ensuring consistent employment practices and the maintenance of positive and constructive labor–management relationships.
Provide guidance on employment legislation and company policies, escalating complex or high-risk cases where appropriate.
Support the preparation and execution of industrial relations activities, including data preparation, implementation of Collective Agreement (CA) provisions, and follow-up actions arising from negotiations.
Identify operational HR gaps, recurring issues, or process inefficiencies and provide input to support continuous improvement of HR service delivery.
Maintain accurate documentation and ensure HR activities comply with internal controls, audit requirements, and statutory obligations.

What We're Looking For

Bachelor's Degree in Human Resources, Business Administration, or a related discipline. Postgraduate qualification or professional certification in HR is an advantage.
Minimum 6–8 years of progressive HR experience, with solid exposure to employee relations and industrial relations.
Experience supporting manufacturing, operations, or industrial environments is strongly preferred.
Proven experience partnering with line managers on both operational and people-related matters.
Fluent in English and Bahasa Malaysia, with the ability to communicate effectively at all levels of the organization.

Human Resource Business Partner - Commercial