HR Manager, Korea

Campari Group today is a major player in the global branded spirits industry, with a portfolio of over 50 premium and super premium brands, marketed and distributed in over 190 markets around the world, with leading positions in Europe and the Americas.

Headquartered in Milan, Italy, Campari Group owns 22 plants worldwide and has its own distribution network in 22 countries, and employs approximately 4,000 people.

Shares of the parent company Davide Campari - Milano N.V. are listed on the Italian Stock Exchange since 2001. Campari Group is today the sixth-largest player worldwide in the premium spirits industry.

Who we are

Campari Group is a major player in the global spirits industry, with a portfolio of over 50 premium and super premium brands, spreading across Global, Regional and Local priorities. Global Priorities, the Group’s key focus, include Aperol, Appleton Estate, Campari, SKYY, Wild Turkey e Grand Marnier.

The Group was founded in 1860 and today is the sixth-largest player worldwide in the premium spirits industry. It has a global distribution reach, trading in over 190 nations around the world with leading positions in Europe and the Americas. The Group’s growth strategy combines organic growth through strong brand building and external growth via selective acquisitions of brands and businesses.

Headquartered in Milan, Italy, Campari Group owns 18 plants worldwide and has its own distribution network in more than 20 countries. The Group employs approximately 4,000 people.

The shares of the parent company, Davide Campari-Milano N.V (Reuters CPRI.MI - Bloomberg CPR IM), have been listed on the Italian Stock Exchange since 2001.

The Business Unit Asia and Pacific is the most dynamic and diverse of the Group, as it operates directly in markets like China, Australia and Japan and through partnerships in the likes of South Korea, India, Vietnam, Singapore and Indonesia, with around 300 Camparistas.

Winning in Asia is today one of Campari Group strategic priorities. As part of the increased focus and investment on the area, the regional office of the BU moved in 2020 from Sydney to Singapore, and we are creating a more Asia-centric regional HR team. 

What is the role

Responsible for providing generalist HR support to the Commercial and Support functions within Sales, Marketing, Customer Marketing, IT and Finance, the HR Business Partner works together with Leaders and Line Managers to develop and deliver on people and culture tasks, programs and other related activities. 

As the HR Manager, the role is part of a small team to deliver on the local People Strategy, supporting the Managing Director with all domestic, regional and global HR activities, policy changes and projects ensuring the organisation continues to improve.

Talent Acquisition

• Partner with Regional Talent Acquisition and Line Managers to ensure the efficiency and effectiveness of the end-to-end recruitment process within the Recruitment module of SuccessFactors (i.e. job postings, shortlisting, facilitation and coordination of interviews, selection, offer of employment and on-boarding etc.);

• Working together with Regional TA and HR team on Talent Acquisition market and candidate data, insights and analytics to ensure external and internal parity, focus and continuous improvement;

• Liaising with recruitment agencies as required, creating and maintaining positive relationships to ensure levels of service and quality of candidates to brief.

Talent Development and Management

• Lead the annual performance and potential review process for client group and facilitate talent reviews for performance and potential aligining to critical capabilities, key roles and succession planning;

• Partner with Line Managers to lead the action plans from employee survey;

• Create and support the learning and development planning tool for employees to align to individual plans;

• Liaise with providers and facilitators to coordinate annual L&D calendar, design and delivery of courses, programs and initiatives.

Employment Relations and Performance Management

• Coach and advise Line Managers on employment relations matters and support them with tools and meetings to manage performance, conduct and termination / redundancy situations;

• Conduct investigations and identify resolutions for workplace grievances;

• Advise on and interpret HR related internal company policies and procedures;

• Manage the updates to policies and contracts in accordance with legislative changes.

Data, Reporting and Human Resources Information Systems (HRIS) 

• Ensure people and employment-related data within the HRIS (SuccessFactors - SF) are accurate including new starter, changes to employment terms and conditions, etc; ensuring data integrity in SF Employee Central;

• Subject matter expert for all Talent and Line Manager data requirements from SuccessFactors;

• Partner with Regional HR Ops on reporting requirements related to HR activity such as headcount, annual / revised budgets and labour cost submissions;

• Ad-hoc reporting as required (i.e. annual leave reporting, training completion, absenteeism etc.).

Payroll, Total Reward and Mobility Support

• Oversee and ensure execution of monthly and weekly payroll inputs with external payroll provider

• Work together with HRD and Regional HR Operations / Reward to ensure salary and benefits benchmark data is relevant and equitable across internal and external sources;

• Provide coaching and support for Payroll Specialist to provide subject matter expertise on domestic payroll, leave and related legislation;

• Partner with Regional HR Ops & Rewards on Global Mobility assignments, including relocation, VISA applications and other support to develop a solid understanding of mobility practices, remuneration and immigration law.

Health and Wellbeing

• Together with the HRD and HRBP, Supply Chain, create and lead the implementation of the Health & Wellbeing strategy aligned to the Wellbeing Index results, identifying employee needs and focus areas, best practice and market trends to contribute to culture;

• Play an active lead role to drive a culture of health and wellbeing

• Key point of contact for all wellbeing, health and safety in Commercial offices and field-based roles;

• Ensure leaders and line managers are aware of and have all the tools to manage H&S and incident reporting requirements for their teams;

• Contribute to the Board reporting with Health, Wellbeing and Safety data with support from the Managing Counsel (i.e. near misses, first-aid injuries etc.).

General HR Administration

• Maintain employee records and other employment related data on Sharepoint;

• Creation of employment contracts and other HR-related documentation;

• Maintain and monitor training records as required (i.e. RSA records, compliance training).

Key Relationships

Internal: HR team, functional leaders, senior managers, line managers and all other stakeholders

External:  Recruitment agencies, payroll provider, immigration and mobility providers, ad-hoc providers

Experience, Qualifications & Skills

• Minimum 5-7 years’ working experience in a similar role, related industry experience is desirable as an HR Manager

• Degree qualification in Human Resources, Business or related field

• Fluency in Korean & English

• Systems and Technology savvy with a strong proficiency in Microsoft Office products and experience using SAP SuccessFactors or other similar HRIS System/s

• Work Results & Execution – Attention to detail; Achieves key objectives and meets the defined deadlines; Is highly productive and delivers high-quality; Works effectively under pressure or heavy workload, balances multiple projects; Accepts new and greater responsibilities.

• Initiative and Judgement - Prioritizes own work efficiently; Takes direction without being prompted; Knows when to consult and when to act independently; Keeps management and peers informed of status and potential problems; Handles confidential information appropriately.

• Consumer/Client Focus - Understands consumers / customers / internal clients’ needs; Provides all customers with solutions that best meet their needs; Proactively anticipates future needs and seeks out opportunities.

• Communication and Team Work - Communicates persuasively and passionately; articulates ideas clearly ; Demonstrates effective relationship skills; Responds well to constructive criticism; Obtains acceptance and takes action for ideas; Is an active contributor to the team.

• People Development - Assigns appropriate individual goals and tasks; Follows through on completion of objectives; Effectively delegates responsibilities when needed; Consistently provides honest feedback and rewards.

• Ability to Learn - Shows curiosity and interest to be exposed to new situations / challenges; Quickly acquires and puts into practice new knowledge, behaviours and skills.

Our commitment to Diversity & Inclusion:

At Campari Group we believe in building more value together, thus we see diversity in all forms as a source of enrichment. Our employment policies and practices ensure that we are committed to providing equal employment opportunities in all aspects of employment without regard to any individual’s race, religion, creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, sexual orientation, gender identity or characteristics or expression, political affiliation or activity, age, veteran status, citizenship, or any other characteristic protected by law.

Note to applicants:

Your application will be assessed based on your abilities, expertise, general knowledge and experience, not because of any confidential, proprietary or trade secret information you may possess. You must not disclose to Campari Group any such information. In the event that you are asked a question that cannot be answered without disclosure of any confidential, proprietary or trade secret information (including from a current or prior employer or their vendors or customers), you must decline to answer the question.

Notice to third party agencies:

Please refrain from cold-calling or emailing our executive leadership team or the HR community directly. The Talent Acquisition department manages centralized recruiting operations globally, including the selection and management of external suppliers. Currently, our preferred supplier list is at full capacity. To ensure we have your information on file for future consideration, we kindly request that you complete the online form provided here.