Manager Human Resources

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Job Description

Since 1996, FIJI Water has embodied what it means to be Earth’s Finest Water®. Sourced from a natural aquifer hundreds of miles below the earth’s surface, and bottled in Viti Levu, FIJI Water is known worldwide for its iconic square bottle, unique mineral profile, and soft, smooth taste. FIJI Water is one of the country’s leading employers – it is innovative and safe and creates long-term personal and professional opportunities for its employees. To be part of FIJI Water is to be in a larger family of businesses and brands across the globe as a division of The Wonderful Company, and one that is helping to make the world a better place with its high-quality, healthy brands, and a mission to ensure the communities where its employees live and work thrive. That commitment extends to the FIJI Water Foundation – one of the largest philanthropic organizations in Fiji – which focuses its efforts and investments on education, clean water access, environmental sustainability, health and wellness, emergency relief, and community development.

The Manager Human Resources leads the operational delivery of HR services to support workforce productivity and organisational performance, aligned with the people strategy. The role provides leadership and governance across core people processes, ensuring compliant employee relations and effective day-to-day workforce management. This role reports to the AVP Finance, HR, and Administration.

Outcomes

Organisational Stakeholders
1. Organisational Development
Delivery of high-performing teams through training, development, and Leadership programs. Implementation of HR training and development program frameworks that enhance business-wide capability and competency building. Strategic execution of outcomes from the 9-box talent model to identify, recognize, and develop top-tier talent and succession pipelines. Support for the group talent map and top team talent map development to categorize and value high-potential employees. Continuous advancement of programs designed to upskill managers and employees in alignment with business expectations. Partnership with leaders on the annual skills matrix outcomes for hourly employees to close operational skill gaps. Improvement of site operations and safety in tandem through the support of organizational quality, safety, and environmental initiatives.
2. Effective Employee and Industrial Relations (ER/IR)
Development and implementation of IR strategies providing industrial and employee relations leadership. Promotion of collaboration and conflict resolution through effective union relationship management and strategies for workplace harmony. Provision of expert counsel on disciplinary actions to ensure legal risk mitigation and internal consistency. Execution of formal employment outcomes, including workplace investigations and disciplinaries. Identification of IR trends and resolutions through the delivery of high-quality HR metrics and decision support. Management and administration of wellness initiatives to ensure compliance and optimize employee satisfaction.
3. Performance Management and Improvement
Leadership of cross-business problem-solving, and facilitation of improvement teams, to drive performance. Management and facilitation of HR performance review discussions and programs across all departments. Management of the annual performance appraisal process at all levels. Measurement of HR target improvements, specifically regarding absenteeism rates and employee turnover trends. Collaboration with business support to deliver appropriate frameworks and analytics as required by the Leadership Team. Effective peer-level operation within the Leadership Team to influence organizational outcomes and address roadblocks creatively.
4. HR operations management
Administration of the benefits program to ensure compliance and optimize employee satisfaction. Management of HR systems and data to streamline processes and lead HR policy implementation. Oversight of rosters and payroll processes to ensure full legal compliance and operational effectiveness. End-to-end management of the immigration process for expatriates, including relocation services. Preparation and management of departmental budgets and forecasts to ensure financial alignment. Monitoring of HR costs versus budget to meet long-term business performance targets. Maintenance of HR record-keeping compliance and administration team effectiveness.
5. HR Team Leadership and Management
Leadership and development of the HR team to ensure consistent, professional HR support to the business across multi-site operations. Establishment and maintenance of clear role clarity, accountability, and decision rights within the HR team, including application of RACI principles. Management of HR team performance, including goal setting, coaching, feedback, and structured development planning. Management of HR team capacity, workload allocation, and prioritisation to ensure effective coverage and responsiveness to business needs. Promotion of a collaborative, accountable, and values-aligned HR team culture, supporting continuous improvement and professional HR practice. Governance and oversight of HR team compliance practices, ensuring legislative knowledge, policy application, and professional standards are maintained across the HR function.
6. Remuneration and Benefits
Effective application of approved remuneration and benefits frameworks, ensuring consistency, internal equity, and compliance with organisational guidelines and statutory requirements. Administration and oversight of remuneration and benefits processes, supporting accurate implementation, employee understanding, and operational effectiveness. Preparation of remuneration recommendations for new positions, ensuring alignment with approved remuneration frameworks, internal equity, and market benchmarks. Support for remuneration-related reviews and cycles, including provision of data, analysis, and advice within approved parameters to enable informed decision-making. Maintenance of remuneration and benefits data integrity, ensuring accurate records, reporting, and audit readiness.
7. NWVL's Values and Culture Demonstrated and Promoted
Organisational values and professional standards are demonstrated consistently. A positive and respectful working environment is influenced and maintained. Collaborative behaviours are encouraged to support workplace harmony and organisational outcomes.

Responsibilities - Critical Competencies

Competence	Description
Business
Strategic Development	Establish the strategic direction and steer the organisation towards its goals
Systems and Procedures	Develop and/or apply procedures to assist the organisation achieve its goals.
Documentation	Communicate using formal business writing.
Communication	Exchange information through verbal communication
People
Leadership	Utilise a leadership position to influence people and events and to increase performance.
Problem Solving	Develop practical solutions to a situation.

Qualifications

Qualification	Discipline	Notes
Preferred
Degree	Human Resource Management & Employment Relations	or HR related field.
Preferred
Higher Degree incl. Post Grad Cert or Dip	Business Administration, Human Resources

Work Knowledge and Experience

1. 5–10 years’ demonstrable HR experience, including labour relations.
2. Degree‑qualified, preferably with Manufacturing experience or equivalent.
3. Excellent leadership, communication and interpersonal skills with all levels of employees and external partners.
4. Proven background in Organisational Development, specifically in driving capability frameworks, talent mapping, and succession planning.
5. Demonstrated experience in Remuneration and Benefits management preferred.
6. Technical knowledge of HR laws, statutory regulations, and standard policy implementation.
7. Proven experience leading and developing an HR team, including performance management and retention, to support effective HR service delivery.

Requirements

Language Proficiency
Excellent command of English
Professional Associations
Member of Human Resources Institute of Fiji

Interactions

Interaction	Comments
Internal
All Employees
Executive Management
Senior Leadershp Team
External
Statutory Authorities
Stakeholders
Trade Union Officials
Ministry of Labour

Attributes

Attribute	Definition
Behavioural Styles
Accountable	Assumes full responsibility for own actions and identifies with the success or failure of own part of the overall work/goal.
Detail oriented	Attends to the small elements of a task/activity, ensuring completeness and accuracy.
Innovative	Devises new and creative ways to do things comes up with original ideas.
Interpersonal Styles
Team Oriented	Enjoys being with others as part of a group or team.
Thinking Styles
Analytic	Able to separate things into their constituent elements in order to study or examine them, draw conclusions, or solve problems.
Initiative	Takes action and makes decisions without the help or advice of other people.
Well organised	Controls tasks in a well thought out and critical manner.

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