Keith Wilkinson, Coca Cola Amatil

Keith Wilkinson, Coca Cola Amatil

Group Head of HR Transformation & Delivery

Keith is a HR general manager with global experience across the resources, financial services and hospitality industry sectors. He is currently the Group Head of HR Transformation and Delivery for Coca-Cola Amatil, enabling HR at CCA to deliver against strategic and operational goals, drive significant value to the business operations and create an outstanding employee…

Keith is a HR general manager with global experience across the resources, financial services and hospitality industry sectors.
He is currently the Group Head of HR Transformation and Delivery for Coca-Cola Amatil, enabling HR at CCA to deliver against strategic and operational goals, drive significant value to the business operations and create an outstanding employee experience.
Having previously spent 7 years at Origin Energy in a range of roles including Reward; head of HR for Energy Markets and lead on all transactional HR operations. Keith has a strong track record of delivering organisational and HR transformation projects and has demonstrable leadership capability in mergers and acquisitions, remuneration, talent acquisition and business partnering – operating at the C-suite and Board levels.
Q&A With Keith Wilkinson
What was your first HR role and in which industry?
Assistant HR Manager for CIGNA Employee Benefits based in the UK, in the Financial Services sector
How or why did you become a HR professional?
I was changing roles and my skill set was aligned to the HR profession, also my interest is in helping people and businesses be the best they can be
What is your view of human resources as a business function?
It is a critical to every business – how we leverage data and people are the key differentiators of business in the world today
What are some of the challenges in moving into HR Management and above?
  1. The rapid pace of change means that we need to be able to deliver programs and interventions that enable people to continue to grow and develop their skills to be relevant in the workforce
  2. HR needs to be able to take the masses of data that flows through its systems and use it to deliver business analytics and insights
  3. Many people have developed their career in HR but have not simultaneously developed business skills – commercial acumen; change management; process improvement, that ensure that we are seen to be relevant and can provide the right support to our businesses
Any advice for the next generation of Aspiring HR Leaders?
Develop business skills; understand what the key drivers are for your organisation and work out what people interventions can add value; build an understanding of how technology is changing the world in which you operate;
What do you enjoy doing during your free time?
Travel; reading and gardening