Coca-Cola Beverages Africa Hiring: Country Lead: People & Culture Supply Chain (South Africa)

Qualifications

Education Minimum: Bachelor's degree in Human Resources, Psychology, Industrial Relations, Business Administration, or related field Preferred: Postgraduate qualification or certification in HR, Organisational Development or Labour Experience 10+ years of HR leadership experience in both operational and corporate settings, this role demands expertise in developing and implementing P&C strategies and talent acquisition across functions/regions. Must have a proven track record of leading change, leveraging digital advancements, and enhancing organizational practices. Key experiences include aligning P&C with local business needs, driving cultural shifts, and advancing Diversity & Inclusion. Experience managing the full P&C function in large markets, overseeing budgets, planning resources, and guiding organizational change critical. Thorough understanding of the Supply Chain process including Logistics, Planning, Manufacturing. Understanding of people productivity (including workforce planning, shift patterns and management of variable labour models) Experience working across multiple employee types (including contractors, permanent employees and casual labour) Skills Details Closing Date 2026/04/10 Reference Number CCB260327-1 Job TitleCountry Lead: People & Culture Supply ChainJob CategoryPeople and CultureCompanyCoca-Cola Beverages South AfricaJob TypePermanentLocation - CountrySouth AfricaLocation - ProvinceGautengLocation - Town / CityMidrandJob Description Coca-Cola Beverages Africa (CCBA) presents an exciting opportunity for a Country Lead: People & Culture Supply Chain, to join the People & Culture team at CCBA. 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 The Country Lead: People & Culture: Supply Chain is accountable for enabling business success by shaping a high-performing, future-ready workforce. This role partners closely with Supply Chain leaders to translate strategy into impactful people solutions—accelerating talent, strengthening leadership capability, optimizing organizational design, and embedding a culture of performance, inclusion, and accountability. Through strong governance, cost stewardship, and transformation leadership, the role ensures people and culture are a true competitive advantage across the end-to-end supply chain. Key Duties & Responsibilities Key Outputs and Accountabilities include, but not limited to: Business Partnership, Leadership, and Governance HR Strategy Implementation: Oversee and tailor the HR strategy to meet current and future needs. Governance and Compliance: Ensure adherence to labor laws and educate leaders on local practices. Accelerating Talent Talent Development: Implement strategies to align with People & Culture and business objectives. Data-Driven Talent Acquisition: Use analytics to address talent challenges and build a skilled pipeline. Leadership Support: Anticipate future talent needs and localize sourcing strategies. Internal Talent Growth: Identify and develop high-potential employees for rapid growth and succession planning. Cost Ownership Financial Accountability: Partner with Line to streamline operations and reduce labor costs. Reward Strategy Alignment: Maintain financial governance and ensure equitable reward practices. Organizational Design for Growth Efficiency Optimization: Drive initiatives to optimize spans of control and management ratios. Change Management: Lead localization of change efforts and build change capability in leaders and employees. Team Effectiveness: Harness team strengths to develop capabilities for organizational objectives. High-Performance Culture and Transformation High-Performance Mindset: Promote a culture of excellence across functions. Learning and Development Integration: Align initiatives with business strategies for continuous improvement. Employer Relations Support: Provide on-the-ground support to ensure a positive ER climate. Employee Engagement: Champion health, wellbeing, diversity, and inclusion programs. Skills, Experience & Education Education Minimum: Bachelor's degree in Human Resources, Psychology, Industrial Relations, Business Administration, or related field Preferred: Postgraduate qualification or certification in HR, Organisational Development or Labour Law Experience 10+ years of HR leadership experience in both operational and corporate settings, this role demands expertise in developing and implementing P&C strategies and talent acquisition across functions/regions. Must have a proven track record of leading change, leveraging digital advancements, and enhancing organizational practices. Key experiences include aligning P&C with local business needs, driving cultural shifts, and advancing Diversity & Inclusion. Experience managing the full P&C function in large markets, overseeing budgets, planning resources, and guiding organizational change critical. Thorough understanding of the Supply Chain process including Logistics, Planning, Manufacturing. Understanding of people productivity (including workforce planning, shift patterns and management of variable labour models) Experience working across multiple employee types (including contractors, permanent employees and casual labour) Skills Strategic Leadership: anticipating business trends to formulate aligned, forward-looking strategies. Operational Agility: to fostering alignment and communication across diverse organizational layers. Talent Management Expertise: crafting adaptable talent strategies and addressing skill gaps. Change and Digital Leadership: steering digital transitions and organizational change. Business Acumen: merging P&C strategies with business objectives for operational growth. Culture Transformation: driving and embedding cultural shifts for enhanced collaboration. D&I Champion: developing and implementing diversity and inclusion strategies. Employment Law Expertise: Extensive knowledge of employment laws Data-Driven Decision Making: Analytical skills for strategic decision-making based on data insights. Organizational Architect: designing structures for organizational flexibility and growth. Leadership Excellence: Demonstrates exceptional skills in motivating, guiding, and inspiring teams. Data & Analytics: Demonstrate capable analytical ability, data accuracy stewardship and deductive reasoning in translating analytics into meaningful insights and tactical actions.