Talent & Culture Senior Manager

Coca-Cola Beverages Singapore, Malaysia & Brunei; Petaling Jaya; On-site; MYR 250,000 - 420,000; Full time

Job summary

Coca-Cola Beverages Singapore, Malaysia & Brunei is seeking a Talent & Culture Senior Manager to shape talent, leadership and culture across Singapore, Malaysia and Brunei, reporting to the Head of People.

You will lead three interconnected areas—Talent Acquisition & Employer Branding, Talent & Performance, and Culture & Engagement—driving strategy, governance and executive partner support to build a high‑performing organisation.

Qualifications

• Progressive HR experience with teams and multi-country exposure.
• Proven ability to partner with senior leaders and drive culture initiatives.
• Experience leading talent reviews, learning design and employee engagement.

Responsibilities

• Translate business priorities into a Talent & Culture strategy and roadmap.
• Diagnose talent, capability and culture needs and prioritise initiatives.
• Develop policies, frameworks and processes to meet business needs.
• Define success metrics, track progress and share insights with leadership.
• Guide end-to-end recruitment and employer branding through the TA team.
• Build talent and leadership pipelines, succession planning and development.
• Lead annual learning needs analysis and learning plan delivery.
• Shape culture, engagement and internal communications across the organisation.
• Lead and develop the Talent & Culture team and manage governance.

Skills

Leadership experience

HR partnering

People analytics

Change management

Stakeholder management

Job description

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.

Department: People

Reports to: Head of People

About the Role

Help shape the talent, leadership and culture that power our business.

As Talent & Culture Senior Manager, you will lead three interconnected areas: Talent Acquisition & Employer Branding; Talent & Performance; and Culture & Engagement, including Corporate Communications.

Working closely with the CEO, Head of People and Heads of Function, you will develop and deliver an integrated strategy that attracts, develops and retains talent, strengthens our leadership pipeline, and builds an engaged, high-performance culture. You will lead three managers within a total team of eight across Singapore, Malaysia and Brunei.

What You’ll Do

• Translate business priorities into an integrated Talent & Culture strategy and annual roadmap.
• Diagnose organisational talent, capability and culture needs, and prioritise initiatives that support business growth.
• Develop and continuously improve policies, frameworks and processes to meet business needs.
• Define key measures of success, track progress and share insights with leadership.

2. Guide talent acquisition and employer branding

• Provide strategic direction for end-to-end recruitment and employer branding through the TA Manager and team.
• Startegic workforce planning and hiring plans aligned with business demand.
• Strengthen our Employer Value Proposition (EVP), employer brand and talent attraction channels.
• Oversee early careers, graduate and campus programmes to build future talent pipelines.
• Monitor recruitment effectiveness, including time-to-hire, cost-per-hire, quality of hire and offer acceptance, and oversee recruitment partner performance.

3. Build talent and leadership pipelines

• Lead annual talent reviews, succession planning and calibration for key and critical roles.
• Guide the identification and development of high-potential talent and track readiness for future leadership opportunities.
• Oversee individual development plans, assessments and development centres to support talent growth.
• Ensure consistent implementation of the Performance Management System across the organisation.
• Guide goal setting, mid-year and year-end reviews, and performance calibration.
• Strengthen the connection between performance, development and rewards.

5. Develop capabilities for business success

• Lead the annual learning needs analysis and learning plan, covering leadership, functional and technical capabilities.
• Use internal expertise, digital learning platforms and external partners to deliver relevant learning experiences.
• Evaluate learning effectiveness and return on investment to improve business impact.

6. Strengthen culture, engagement and communications

• Shape and deliver the culture and values roadmap through the Culture & Engagement Manager and team.
• Embed desired leadership behaviours and oversee recognition and wellbeing programmes.
• Lead employee engagement surveys, translate findings into insights, and partner with leaders on action plans.
• Oversee internal and corporate communications, including leadership messages, change communications and employee events.
• Drive Diversity, Equity & Inclusion initiatives that support an inclusive workplace.

7. Lead and develop the Talent & Culture team

• Lead, coach and develop three managers within a total team of eight.
• Set clear objectives, strengthen team capability and succession, and ensure coordinated delivery across the three areas.

8. Partner with leaders to inform business decisions

• Act as a trusted advisor to the CEO and Heads of Function on talent, capability, organisation and culture matters.
• Use people analytics—including attrition, engagement and talent pipeline insights—to inform decisions and measure impact.
• Own the Talent & Culture budget and governance.

What You Bring

• Progressive HR experience, including experience leading teams, ideally with experience managing other people leaders.
• Proven, hands‑on expertise in at least two of the following areas, with working knowledge of the third: Talent Acquisition & Employer Branding; Talent and Performance Management & Learning and Development; Culture, Engagement & Internal Communications.
• Experience partnering with senior leaders in a multinational, matrix organisation.
• A track record of leading culture or change initiatives and influencing employees and leaders across organisational levels.
• Strong business acumen and the ability to translate business strategy into integrated hiring, capability, succession and culture plans.
• Knowledge of EVP development, employer branding, and digital and social recruitment channels.
• Expertise in talent reviews, performance management, learning design and assessment.
• Strong culture and engagement capability, including interpreting survey findings and developing meaningful action plans.
• Clear, compelling communication skills, with the ability to tailor internal and corporate messages to different audiences and channels.
• Confidence using people data and insights to diagnose issues, measure outcomes and influence decisions.
• Strong stakeholder management skills, with the ability to build consensus across cultures and business environments, gain leadership support and challenge constructively.
• The ability to coach and develop managers, build team capability and strengthen succession.
• An innovative mindset - bringing fresh ideas and practical solutions that help sustain and grow our business.

Our Purpose & Growth Behaviour

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 focus on five key behaviours – curious, empowered, inclusive, agile, and corporate entrepreneurship – and value how we work as much as what we achieve.

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state, or local protected class. When we collect your personal information as part of a job application or offer of employment, we do so in accordance with industry standards and best practices and in compliance with applicable privacy laws