Main Responsibilities and Accountabilities:

Business Partnership & People Strategy

Partner with Factory and Supply Chain leaders to understand business priorities and implement people strategies that drive operational and organizational performance. Translate business needs into practical HR solutions, providing proactive advice and support to managers on workforce and people matters. Lead the deployment and execution of HR policies, programs, and initiatives, ensuring alignment with business and functional objectives. Serve as the primary HR partner for factory leadership teams, providing day-to-day guidance on employee, organizational, and workforce matters.

Talent, Performance & Capability Development

Facilitate the execution of performance management, goal setting, and development planning processes to build a high-performing workforce. Lead talent review and succession planning activities for critical factory and supply chain roles. Use people insights and workforce analytics to support talent decisions, capability-building initiatives, and organizational discussions. Partner with managers to identify talent gaps and deliver development actions that strengthen organizational capability and future readiness.

Employee Experience & Organizational Effectiveness

Drive employee engagement initiatives and ensure effective follow-through of action plans arising from employee feedback. Support organization design, workforce planning, restructuring, and change management initiatives to enable business transformation. Act as a trusted advisor to managers and employees, fostering a positive, inclusive, and high-performance work environment. Partner with the Senior HR Generalist Manager and relevant stakeholders on site-specific reward, fair living wage, benefits, wellbeing, and employee welfare initiatives. Manage Supply Chain HR budgets, with accountability for absence cost management and cost optimization initiatives.

Employee & Industrial Relations

Lead the consistent application of employee and industrial relations policies and practices across factory operations. Partner with factory leadership, WCC representatives, and employees to maintain positive employee relations and a constructive workplace climate. Manage grievance handling, disciplinary cases, investigations, and conflict resolution processes in accordance with company policies and local labor laws. Promote proactive employee communication, consultation, and engagement practices to strengthen trust and stability in the workforce.

Governance, Compliance & HR Operations Excellence

Ensure compliance with Unilever policies, labor legislation, collective agreements, and governance requirements. Lead and support internal audits, external compliance reviews, statutory reporting, and regulatory inspections. Maintain high standards of HR data accuracy, integrity, and confidentiality across all people systems and records. Analyze workforce metrics, generate actionable insights, and provide data-driven recommendations to support business decision-making. Drive continuous improvement of HR processes, digital tools, and employee experience initiatives to enhance operational efficiency and service delivery.

Direct Reports

Key Interfaces

• Senior Manager – HR Generalist

• Expertise teams
• Service delivery providers (either in-house/ outsourced)
• HR community
• Line Managers
• Employees
• Legislative bodies (external)
• External HR bodies of best practice (relevant to market)
• Internal corporate departments, such as Legal, External Affairs and Finance

Critical Success Factors for the Job

Key Skills

Relevant Experience

Having the skills below is asset:

• Experience working within a multinational organization.
• Exposure to unionized or industrialized environments.
• Experience supporting talent management, engagement, and change initiatives.
• Familiarity with HR digital platforms and data analytics tools.
• Emotional Intelligence & Empathy
• Adaptability & Agility
• Conflict Resolution & ER/IR Expertise

Essential:

• Bachelor’s degree in human resources, Business Administration, Psychology or related discipline.
• 3–5 years of progressive HR experiences in managerial level.
• Experience supporting employee relations, industrial relations and HR operations.
• Experience partnering with line managers in a manufacturing, factory, operations or supply chain environment.
• Good understanding of Myanmar labor legislation and employment practices.
• Experience using HR systems and preparing people-related reports and analytics.
• Proven ability to manage multiple stakeholders and priorities simultaneously

Leadership Behaviours

The incumbent is expected to role-model Unilever's Standards of Leadership by demonstrating (priority behaviours shown in bold)

• Growth Mind-set
• Consumer & Customer Focus
• Bias for action
• Accountability & Responsibility
• Building Talent & Teams

The role holder is expected to foster a culture of high performance, continuous improvement, collaboration, inclusion, and care, while delivering business results with integrity and accountability

Unilever is an organisation committed to equity, inclusion and diversity to drive our business results and create a better future, every day, for our diverse employees, global consumers, partners, and communities. We believe a diverse workforce allows us to match our growth ambitions and drive inclusion across the business. At Unilever we are interested in every individual bringing their ‘Whole Self’ to work and this includes you! Thus if you require any support or access requirements, we encourage you to advise us at the time of your application so that we can support you through your recruitment journey.