Senior HR Specialist
Position Circumstances
- Career Category: HR, Capacity development, Exec. / Management
- Schedule:Full-time
- Salary: Negotiable
This company-wide specialist role helps deploy the company's existing Lean Management System and develops employees through it, while owning compensation and benefits, talent and performance management, and organization design. It is part of a decentralized HR structure: compliance, Ministry of Labor reporting, commercial HR, and factory HR are handled by other specialists. The role is a hands-on doer focused on building employee capability and improving business results, not an administrative or compliance role.
Duties & Responsibilities:
- Learning, development and lean deployment (40%)
- Lead the deployment of the company's existing Lean Management System across departments and develop employees through it (the role deploys the system; it does not design a new one).
- Follow up after training: check that methods are applied in daily work, 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.
- Talent and performance management (20%)
- 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.
- Organization design (15%)
- Go beyond maintaining the organization chart: 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.
- Compensation and reward (15%)
- Maintain job grades and salary bands, benchmarked against the Cambodian market – work 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.
- HR operations and employee relations (5%)
- Advise managers and employees on HR policies, contracts, and probation under the Cambodian Labor Law.
- Handle employee relations cases and disciplinary matters fairly.
- Compliance and Ministry of Labor reporting stay with the Compliance function; this role advises and serves as backup only.
- HR data and reporting (5%)
- Keep HR data accurate and produce monthly HR reports.
- Use people data to support decisions on pay, attrition, and training.
Expected Profile of Candidates
Languages:
- Khmer - Fluent is required
- English - Good is preferred
Qualifications:
- Bachelor's Degree in Human Resources, Business, or a related field is preferred but not required; capability and results matter more than degrees, HR or lean certification (e.g., CIPD, SHRM, Lean Six Sigma) is preferred
Work History:
- L&D and Talent Development, C&B Specialist/Assistant Manager in Manufacturing for 5 to 10 years is preferred
Skills & Knowledge:
General & Technical Skills
- Plan-Do-Check-Act (PDCA) and structured problem solving, including A3 thinking.
- Strong execution: gets the job done with ownership, follow-up, and sound judgment.
- Lean tools: Kaizen, value-stream mapping, Kata, visual management, Gemba walks, and daily management.
- Practical experience with a Lean Management System is strongly preferred. Exceptionally smart, fast-learning.
- Hands-on experience with salary reviews, benchmarking, and training programs.
- Meeting facilitation, presentations, proposal writing, and project management.
- Cambodian Labor Law, NSSF.
- Strong Excel skills and experience with an HRIS (HR Systems) and payroll system.
- Proven track record of completing work and delivering measurable results.
- Fluent Khmer and professional English.
Soft Skills
- Smart, proactive, and driven: learns quickly, takes initiative, and pushes for results.
- Hands-on doer: applies the methods personally and earns credibility through results, not only training.
- Analytical: turns pay and people data into clear recommendations.
- Integrity: handles salary and personal data confidentially and consistently.
- Communication: explains pay decisions clearly and delivers engaging training
HR Business Partner
Position Circumstances
- Career Category: Sales / Marketing, HR, Business Administration
- Schedule:Full-time
- Salary: Negotiable
This role makes the frontline sales force a competitive advantage: the right reps and Frontline Sales Managers (FSMs) hired, productive quickly, performing consistently, and led by managers who deliver both revenue and profit.
- Purpose. Revenue depends on thousands of small-outlet visits executed well every day. The HRBP ensures the Commercial Department has the people, managers, and organization to deliver its revenue and profit plan. This means owning the frontline talent system end to end (hire, ramp, perform, develop) and advising Commercial leadership on every major people and organization decision.
- The ideal candidate has supported a large frontline sales force before and is credible with sales leaders in the field, not only in the office.
- Working conditions: Frequent travel to provinces, including overnight trips and occasional early-morning route visits.
Duties & Responsibilities:
- Strategic partnership with Commercial leadership (15%)
- Act as the Commercial Director's primary advisor on people and organization; sit on the Commercial leadership team and attend monthly and quarterly business reviews.
- Translate the annual commercial plan (revenue, volume, numeric distribution, outlet coverage, gross margin) into a people plan: headcount, route coverage, capability, and people cost.
- Maintain a sales force workforce 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. Plan economics stay with Sales and Finance.
- Bring people data into commercial decisions, for example linking vacancies, tenure, and FSM turnover to route and territory results.
- Attract and hire the right frontline talent (20%)
- 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 work in Cambodia (Facebook and Telegram groups, provincial networks, referrals, universities and vocational schools), practical assessments (shop-owner role-play, ride-along, numeracy test), and structured interviews.
- Build pipelines ahead of demand so priority routes are not left uncovered.
- Select FSMs on people leadership, not just personal sales results; build a promotion path from rep to senior rep to FSM with a readiness assessment.
- Track quality of hire (90-day retention, time to productivity) by source and by hiring manager, and fix what the data shows.
- Where reps are employed by distributors, set hiring standards and support distributors to apply them [confirm scope].
- Onboard and ramp new hires (15%)
- Design a 30-60-90 day ramp program for reps: product and brand knowledge, sales systems (e.g., handheld or SFA app), outlet call standards, and ride-alongs with top performers.
- Agree staged ramp targets and incentive treatment for new reps with Sales and Finance.
- Equip FSMs to deliver the field portion with checklists, coaching guides, and day 30, 60, and 90 check-ins.
- Run a separate transition program for new FSMs: moving from seller to manager, team P&L basics, coaching, and performance conversations.
- Measure ramp time and early attrition by hiring cohort, and improve the program each cycle.
- Manage performance and remediate (20%)
- Design a sales-specific performance framework with balanced measures: revenue and volume versus target, profitability and mix, distribution, call compliance, strike rate, collections, and conduct.
- Build a remediation program for struggling reps and FSMs:
- Early-warning triggers (e.g., two consecutive months below [X]% of target, or falling call compliance).
- Diagnosis of the cause: skill, motivation, route or territory, or supply and pricing issues.
- A tailored plan (coaching, retraining, route adjustment) and, where needed, a time-bound improvement plan.
- Fair, documented outcomes consistent with Cambodian labor law.
- Escalate underperformance caused by territory, stock, or pricing to Commercial leadership rather than treating it as individual failure.
- Lead talent reviews and calibration for the Commercial Department to identify top performers, high potentials, and at-risk talent.
- Manage sales force employee relations cases (e.g., cash handling, stock discrepancies, customer complaints, misconduct) with fair investigations.
- Build FSM capability and retain talent (15%)
- Deliver an FSM development program covering field coaching, route and territory management, team performance conversations, and profitability levers (price, mix, trade spend, credit, cost to serve).
- Maintain succession plans for FSM roles and above.
- Create career paths that let strong reps grow without having to become managers (e.g., senior rep grades, key outlet specialist roles).
- Analyze attrition drivers (pay and incentive payout, manager, workload, travel) using exit and stay interviews, and act on them.
- Run field-friendly engagement pulses and recognition tied to commercial priorities.
- Partner with Product & Brand (10%)
- Serve as HRBP for Product & Brand at all levels, from brand assistants to marketing leadership.
- Lead organization design, workforce planning, hiring, and talent reviews for marketing roles.
- Build capabilities such as consumer insight, brand P&L management, digital marketing, and trade marketing.
- Strengthen Brand and Sales collaboration: shared forums, launch readiness (sales force trained before a launch), and rotations between sales and marketing to widen the commercial bench.
- Employee relations, compliance, and governance (5%)
- Apply Cambodian labor law and company policy consistently, including contract types, probation, working hours for field staff, NSSF, seniority payments, and termination.
- Ensure field allowances (fuel, phone, per diem), incentives, and deductions are documented, fair, and compliant.
- Manage the Commercial HR budget and keep sales force data in the HRIS accurate.
Expected Profile of Candidates
Languages:
- Khmer - Fluent is required
- English - Good is preferred
Qualifications:
- Bachelor's Degree in Human Resources, Business, Psychology, or a related field, HR certification or a master's degree is an advantage.
Work History:
- HRBP or senior HR generalist supporting a large sales force in FMCG, beverages, telecoms, consumer finance, or distribution for 5 to 10 years is preferred
Skills & Knowledge:
General & Technical Skills
- Working knowledge of Cambodian labor law and NSSF requirements.
- Understanding of general trade sales KPIs (e.g., numeric distribution, strike rate, lines per call, drop size) and how FSMs influence team profitability.
- Strong Excel and people analytics skills; experience with an HRIS.
- Hands-on experience with high-volume frontline hiring, onboarding programs, and performance improvement processes.
- Exposure to sales incentive schemes and sales organization design.
- Experience in sales, sales operations, or a field role is a strong plus.
Soft Skills
- Commercial acumen: understands how the business makes money and speaks the language of sales and marketing.
- Data-driven judgment: uses people and sales data to diagnose problems and prove impact.
- Influence and credibility: challenges senior leaders constructively and earns trust from FSMs and reps.
- Coaching: builds manager capability rather than solving every problem personally.
- Field presence: spends real time in markets and outlets, not just at head office.
- Fairness and courage: handles underperformance and misconduct firmly, consistently, and respectfully.
- Pace and resilience: delivers in a fast, target-driven environment.
- Fluent Khmer and professional English, spoken and written
Payroll And Accounting Specialist
Position Circumstances
- Career Category: Accounting, Accounting - Taxation / Audit
- Schedule:Full-time
- Salary: Negotiable
Duties & Responsibilities:
- Execute the end-to-end monthly payroll cycle for all employees, ensuring accuracy, completeness and on-time disbursement.
- Maintain and control employee payroll master data — salaries, allowances, deductions, overtime and other benefits — with complete supporting documentation.
- Calculate, reconcile and remit statutory contributions and salary tax in line with prevailing regulations.
- Act as first point of contact for employee payroll and benefits enquiries, resolving issues and explaining policies and practices.
- Safeguard the confidentiality and integrity of payroll and employee information at all times.
- Ensure payroll and accounting activities comply with applicable laws, regulations and company policies, and recommend improvements where gaps are identified.
- Record customer receipts and issue receipt vouchers with adequate supporting documentation.
- Perform monthly reconciliation of balance sheet accounts and support month-end and year-end closing.
- Maintain accurate customer accounts and aging reports, and follow up on discrepancies with the sales team.
- Support external and internal audits by providing required documents, schedules and explanations.
- Provide financial information, analysis and supporting documents to management when required.
- Coordinate and review monthly finished-goods reconciliation documentation (delegated to Accounting Intern).
- Process and record accounts payable and accounts receivable transactions, ensuring accurate and timely posting.
Expected Profile of Candidates
Languages:
- Khmer - Fluent is preferred
- English - Good
Qualifications:
- Bachelor's Degree in Accounting, Finance Accounting is required
Work History:
- Accounting Specialist, Payroll Specialist for 5 to 10 years is preferred
Area Sales Manager
Position Circumstances
- Career Category: Sales / Marketing, Business Administration, Exec. / Management
- Schedule:Full-time
- Salary: Negotiable
Duties & Responsibilities:
- Sales Planning and Strategy
- Develop and implement sales plans to achieve company goals within the assigned area.
- Monitor market dynamics, competitor activities, and customer needs to identify new opportunities.
- Prepare accurate sales forecasts and ensure efficient territory coverage.
- Team Leadership and Development
- Lead, train, and guide the sales team to meet individual and team targets.
- Monitor team performance and provide regular feedback and coaching.
- Support professional development to enhance the team’s selling and negotiation skills.
- Customer Relationship Management
- Build and maintain strong partnerships with key customers, distributors, and retailers.
- Negotiate contracts, pricing, and promotional activities to maximize business growth.
- Ensure excellent customer service and resolve any issues promptly.
- Sales Execution and Operations
- Supervise daily sales activities and ensure the proper implementation of trade marketing programs.
- Ensure product visibility, stock availability, and proper merchandising across outlets.
- Collaborate with other departments to ensure smooth coordination and execution of sales plans.
- Reporting and Analysis
- Review sales reports and analyze performance against targets.
- Identify gaps or potential areas for improvement and recommend action plans.
- Manage area budgets effectively and ensure compliance with company standards.
Benefits:
- Competitive salary based on the market rate with international company.
- Allowance: phone allowance, lunch, Public Insurance …etc.
- Education: Company training, job training, associate development program
- Compliance with labor law
- Good working environment
Expected Profile of Candidates
Qualifications:
- Bachelor's Degree in Business, Marketing, or a related discipline.
Work History:
- At least experience in a sales leadership role, preferably in FMCG, retail, or distribution for 3 to 5 years
Skills & Knowledge:
General & Technical Skills
- Proficient in Microsoft Office, especially Excel and PowerPoint.
Soft Skills
- Proven ability to achieve and exceed sales goals.
- Strong leadership, communication, and negotiation skills.
- Willingness to travel frequently and work under pressure.
Equipment And Reliability Workshop Technician
Position Circumstances
- Career Category: Maintenance, Manufacturing Production
- Schedule:Full-time
- Salary: Negotiable
Duties & Responsibilities:
- Workshop and Mechanical Modification:
- Responsible for workshop work such as welding, cutting, drilling, etc. to support the modification of mechanical parts and equipment, capable of doing in-house modifications for higher quality, efficiency, and cost savings.
- Asset Reliability:
- Execute maintenance of facility assets to ensure high reliability, especially processing assets, through conducting inspections, preventive maintenance, and analyzing downtime issues with effective root cause analysis methodologies.
- Contractor Coordination:
- Oversee on-site working contractors to ensure their work is safe, high-quality, and compliant with AFC guidelines.
- Internal Customer Support:
- Ensure high-quality and on-time technical support to cross-functional teams for engineering and maintenance assistance to achieve company goals.
Expected Profile of Candidates
Languages:
- Khmer - Fluent
Skills & Knowledge:
General & Technical Skills
- Knowledge of industrial mechanical systems.
- Knowledge of using industrial tools and equipment.
- Basic safety understanding for manufacturing environments.
- Basic understanding of GMP (Good Manufacturing Practice).
- Preventive maintenance of food production equipment, utilities equipment, and general mechanical equipment.
- Maintenance troubleshooting for food production equipment, utilities equipment, and general mechanical equipment.
- Strong hands-on mechanical skills (cutting, welding, drilling, etc.).
