Aprati Foods (Cambodia) Ltd

Senior HR Specialist

Human ResourcesPosted 2 w ago

Location

Phnom Penh

Job Type

FULLTIME

Work Mode

On-site

Industry

Food and Beverage Retail

Languages

English, Khmer

About the role

Lead the deployment of the company's existing Lean Management System across departments and develop employees through it.
Follow up after training: check that methods are applied in daily, review results, and drive continuous improvement.
Build employee capability and career development through a consistent management system across departments.
Run the annual training needs analysis and manage the training plan and budget.
Deliver or source training programs, including onboarding and manager development.
Measure training effectiveness and keep training records.
Coordinate the performance review cycle and link results to pay and development.
Facilitate talent reviews and succession plans for critical roles.
Build career paths for key job families.
Review structures across the company and recommend changes.
Identify missing positions, staffing gaps, excess management layers, and inappropriate reporting lines.
Advise on the right balance between frontline employees and managers.
Maintain job grades and salary bands, benchmarked against the Cambodian market – with agency.
Review market rates and advise on company-wide salary adjustments; lead the annual salary review with Finance, within the approved budget.
Review and advise on bonus and incentive schemes for fairness and affordability; commercial incentive programs remain owned by the commercial team.
Advise managers and employees on HR policies, Convert strategic and commercial plans (e.g. market share, gross margin) into a people plan: headcount, route coverage, capability, and people cost.
Maintain a sales force force model: outlets per rep, reps per FSM, vacancy and attrition assumptions, and the revenue cost of reps still ramping.
Lead organization design for sales structure changes, such as new regions or channels, route re-cuts, pre-sell versus van sales, and direct versus distributor coverage.
Partner with Finance and Sales Operations on sales incentive schemes; review them for motivation, fairness, affordability, and compliance, and help FSMs explain them.
Bring people data into commercial decisions, for example linking vacancies, tenure, and FSM turnover to route and territory results.
Define success profiles for rep and FSM roles based on what top performers here actually do (e.g., route discipline, rapport with shop owners, basic sales math, reliability, resilience).
With Talent Acquisition, run a structured high-volume hiring process: channels that in Cambodia (Facebook and Telegram, provincial nets, referrals, universities and vocational s), practical assessments (shop-owner role-play, ride-along, numeracy test), and structured interviews.
Build pipelines ahead of demand so priority routes are.

Required Skills

Lean Management SystemEmployee DevelopmentTraining Needs AnalysisTraining Program ManagementPerformance ManagementTalent ReviewsSuccession PlanningCareer Path DevelopmentOrganizational DesignCompensation and BenefitsMarket BenchmarkingSalary AdjustmentsIncentive SchemesHR Policy AdvisingStrategic PlanningPeople PlanningSales Force ModelingSales Structure DesignSales Incentive Scheme ReviewData Analysis

Schedule & Flexibility

Schedule:standard

About Aprati Foods (Cambodia) Ltd

Company page Visit Website

Aprati Foods (Cambodia) Ltd, established in 2013 and located in the Phnom Penh Special Economic Zone, is a trailblazer in Cambodia’s confectionery industry. Drawing on over a century of expertise from the American Licorice Company, Aprati Foods was the first in the country to research and develop candy using American quality standards. The company launched its first brand, Mocati, in 2017, offering coffee-flavored candies tailored to local tastes. Since then, Aprati has expanded its product range under the Frutati brand to include a variety of jelly candies, spicy and fruity snacks, and sour chews—all crafted to meet Cambodian flavor preferences. With a strong commitment to food safety and international quality standards, Aprati Foods is also exploring consumer health products, aiming to blend indulgence with wellness in its future innovations.

Employees

51 to 100

Industry

Food and Beverage Retail

City

Phnom Penh

More at Aprati Foods (Cambodia) Ltd

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About the role

Lead the deployment of the company's existing Lean Management System across departments and develop employees through it.
Follow up after training: check that methods are applied in daily, review results, and drive continuous improvement.
Build employee capability and career development through a consistent management system across departments.
Run the annual training needs analysis and manage the training plan and budget.
Deliver or source training programs, including onboarding and manager development.
Measure training effectiveness and keep training records.
Coordinate the performance review cycle and link results to pay and development.
Facilitate talent reviews and succession plans for critical roles.
Build career paths for key job families.
Review structures across the company and recommend changes.
Identify missing positions, staffing gaps, excess management layers, and inappropriate reporting lines.
Advise on the right balance between frontline employees and managers.
Maintain job grades and salary bands, benchmarked against the Cambodian market – with agency.
Review market rates and advise on company-wide salary adjustments; lead the annual salary review with Finance, within the approved budget.
Review and advise on bonus and incentive schemes for fairness and affordability; commercial incentive programs remain owned by the commercial team.
Advise managers and employees on HR policies, Convert strategic and commercial plans (e.g. market share, gross margin) into a people plan: headcount, route coverage, capability, and people cost.
Maintain a sales force force model: outlets per rep, reps per FSM, vacancy and attrition assumptions, and the revenue cost of reps still ramping.
Lead organization design for sales structure changes, such as new regions or channels, route re-cuts, pre-sell versus van sales, and direct versus distributor coverage.
Partner with Finance and Sales Operations on sales incentive schemes; review them for motivation, fairness, affordability, and compliance, and help FSMs explain them.
Bring people data into commercial decisions, for example linking vacancies, tenure, and FSM turnover to route and territory results.
Define success profiles for rep and FSM roles based on what top performers here actually do (e.g., route discipline, rapport with shop owners, basic sales math, reliability, resilience).
With Talent Acquisition, run a structured high-volume hiring process: channels that in Cambodia (Facebook and Telegram, provincial nets, referrals, universities and vocational s), practical assessments (shop-owner role-play, ride-along, numeracy test), and structured interviews.
Build pipelines ahead of demand so priority routes are.