In an era where talent is the true engine of enterprise success, few HR leaders bring the depth, dexterity, and strategic foresight that Llewellyn Hunter exemplifies. As the HR Director at CHRYSO – Construction Chemicals, part of the global Saint-Gobain group, Llewellyn operates at the intersection of people and performance, harnessing a dynamic career that spans some of the most competitive and transformational sectors in the business world. 

Armed with a MSc in Human Resource Management from Salford University and a BCom Honours in Human Resources Management from the University of South Africa, Llewellyn has cultivated a professional journey that transcends industry boundaries—from the structured rigor of finance and the rapid innovation of telecommunications, to the customer intensity of retail and the operational complexity of manufacturing. Each chapter has added a new layer to his leadership style and broadened his capacity to architect impactful, business-aligned HR strategies. 

His tenure in finance instilled a strong foundation in compliance, governance, and risk navigation. Telecommunications demanded agility and fostered a mindset centered on innovation and adaptation. Retail refined his capabilities in workforce planning and frontline engagement, while manufacturing has provided critical insights into unionized environments, safety protocols, and technical workforce development.

This mosaic of experience enables Llewellyn to craft HR solutions that are not only robust but also context-sensitive. He approaches organizational challenges with a keen understanding that culture, structure, and business models vary—and so must the people strategies that support them. Whether he’s spearheading succession planning, enhancing performance management systems, or guiding leadership development, his work is marked by empathy, precision, and a commitment to long-term value creation. 

In Llewellyn, CHRYSO and Saint-Gobain have a people leader who does more than manage talent—he cultivates it strategically, ensuring that HR remains a catalyst for innovation, resilience, and sustainable growth. 

The Academic Foundation Behind Llewellyn Hunter’s HR Leadership

Llewellyn’s ascent in the field of human resources is underpinned by a robust academic journey that marries local expertise with a global outlook. With a strong footing in South Africa’s HR ecosystem, his educational background has been pivotal in shaping a multidimensional approach to leadership in the ever-evolving world of talent strategy and workforce transformation.

His foundational studies—a BCom and a Postgraduate Diploma in Human Resources—provided comprehensive exposure to the intricacies of labor legislation, organizational psychology, and industrial relations. This academic grounding equipped him with a nuanced understanding of South Africa’s policy landscape, performance frameworks, and the intricacies of employment equity—preparing him to meet the operational realities of the HR function with precision.

Elevating his perspective, an MSc in Human Resource Management from Salford University in the UK introduced a broader, strategic lens. This international program redefined his view of HR as a catalyst for business value, focusing on leadership development, talent analytics, and the role of people strategy in enabling organizational agility. The global exposure sharpened his ability to align human capital with enterprise objectives, positioning HR as a driver of competitive advantage.

Llewellyn’s academic pursuits also fostered a deep commitment to lifelong learning. The rigors of his studies nurtured a mindset steeped in critical thinking, curiosity, and evidence-based decision-making. These attributes continue to shape his approach to navigating complex workforce dynamics, supporting business transformation, and guiding organizations through change with both insight and impact.

Driving People Excellence Across a Continent

As HR Director for Region Africa at CHRYSO – Construction Chemicals (a Saint-Gobain brand), Llewellyn spearheads the human resources strategy across a diverse and complex landscape, covering South Africa and the wider African continent. His leadership encompasses the full HR value chain—ranging from talent acquisition and succession planning to performance enablement, labor relations, and organizational development.

Llewellyn’s portfolio reflects a deep alignment between people strategy and business imperatives. With a sharp focus on strategic workforce planning and leadership development, he ensures the organization not only attracts top-tier talent but also nurtures it through robust capability-building frameworks. Operating within a technically specialized industry, his mandate involves harmonizing operational performance with a culture of people excellence—bridging the gap between shop floor and boardroom with precision.

At the core of his responsibilities lies a commitment to cultural transformation. Llewellyn is instrumental in shaping CHRYSO’s people policies and compliance structures across varied jurisdictions, tailoring global best practices to suit regional realities. His work champions diversity and inclusion, builds future-focused talent pipelines, and fosters an environment where learning, performance, and accountability converge.

Collaboration with executive leadership is a defining feature of his role. Whether it’s driving post-merger integration, strengthening the employer brand, or preparing leaders for tomorrow’s challenges, Llewellyn ensures that HR is positioned as a strategic enabler. His efforts are directly linked to CHRYSO’s overarching ambitions—operational excellence, product innovation, and sustainable expansion in emerging markets.

Beyond regional duties, he brings Africa’s unique voice to the global stage. As a representative in CHRYSO’s international HR forums, he plays a key role in ensuring the continent’s specific challenges, growth potential, and workforce dynamics are embedded in the company’s worldwide people agenda.

Through visionary HR stewardship and a deep understanding of local markets, Llewellyn continues to elevate human capital as a cornerstone of CHRYSO’s long-term success across Africa.

Leading HR in the Construction Chemicals Sector

The construction chemicals sector is a dynamic intersection of technical precision, labor intensity, and continuous innovation. Operating in this space demands a unique blend of adaptability, cultural sensitivity, and strategic acumen—qualities that Llewellyn brings to the fore with distinction.

In an industry where automation and digitization are accelerating, balancing these innovations with traditional manufacturing practices presents a critical challenge. Llewellyn notes that this evolving landscape calls for robust reskilling and change management strategies at scale. The workforce itself is highly diverse, spanning from seasoned engineers and chemists to plant operators and logistics personnel—each requiring nuanced development and engagement approaches.

One of the most pressing hurdles lies in sourcing specialised technical talent. “From R&D to production and technical sales, this industry demands highly specific skill sets that are often scarce—particularly across diverse African markets,” Llewellyn explains. At CHRYSO, the response has been intentional and strategic: building internal capability through targeted development programs, mentorship, and market-specific succession planning.

Llewellyn’s leadership footprint extends across South Africa, Ghana, Kenya, Morocco, and Côte d’Ivoire—each with its own regulatory frameworks, cultural norms, and levels of HR infrastructure maturity. Harmonising practices across these geographies, while respecting local realities, has refined his approach to agile leadership and deepened his appreciation for cultural intelligence.

The industrial relations landscape presents yet another layer of complexity. Many operations under Llewellyn’s remit are embedded in unionised, manufacturing-intensive environments. Maintaining labor stability while ensuring performance requires a careful balance of proactive communication, trust-building, and negotiation. Llewellyn has led wage negotiations, engaged unions directly, and shaped employee relations strategies that uphold both operational stability and workforce dignity.

Amidst these challenges, Llewellyn sees tremendous opportunity. The sector’s technical depth creates a rich environment for strategic workforce planning, leadership pipeline development, and data-driven HR decision-making. Under his leadership, CHRYSO has made significant progress in aligning the people agenda with broader business strategy—particularly during mergers and acquisitions, where he has driven change management, cultural integration, and organisational design with precision.

For Llewellyn, the journey affirms a core belief: that HR is not merely a support function, but a critical enabler of business success and a catalyst for cultural and operational excellence. His work exemplifies how strategic HR leadership can power sustainable growth in even the most complex industrial environments.

Building Tomorrow’s Leaders Today 

At CHRYSO – Construction Chemicals – Saint-Gobain, succession planning is far more than a contingency strategy—it’s a cornerstone of sustainable growth and leadership continuity. For Llewellyn, it represents a long-term investment in people and potential.

Llewellyn views succession planning not as a one-off event, but as an ongoing leadership development journey deeply embedded in the business strategy. “We treat succession planning as a strategic talent investment,” he explains. “It starts with a clear understanding of our critical roles and the competencies we’ll need to drive future growth.” This future-focused approach blends performance reviews, potential assessments, and targeted development planning to build a robust internal leadership pipeline.

At the core of this process is the use of practical, insight-driven tools such as 9-box talent grids, leadership capability assessments, and in-depth career aspiration discussions. These tools help CHRYSO map and monitor its leadership bench strength, ensuring alignment between emerging talent and evolving business needs.

Once high-potential individuals are identified, the focus shifts to development. Through a deliberate mix of mentorship, stretch assignments, cross-border exposure, and formal learning interventions, CHRYSO cultivates leaders who are agile, culturally aware, and ready to assume greater responsibility. Llewellyn has also spearheaded efforts to embed coaching as a foundational element of the company culture—not just for senior executives, but across all managerial levels.

“Our goal is to nurture a deep bench of leaders who can step into key roles with confidence and competence, ensuring both continuity and innovation,” he shares.

Succession planning at CHRYSO also plays a vital role in the company’s broader transformation agenda. With operations spanning diverse African markets, the organisation is committed to cultivating inclusive leadership that reflects the communities it serves. Under Llewellyn’s guidance, talent development strategies are deliberately crafted to foster diversity, encourage innovation, and support sustainable progress.

Labor Relations Strategy at CHRYSO

In the construction chemicals industry, labor relations are more than just a compliance function—they are a critical pillar of operational stability and business resilience. Llewellyn champions a proactive, values-driven approach that positions labor relations as a strategic advantage.

Grounded in transparency, consistency, and mutual respect, Llewellyn’s philosophy centers on building enduring partnerships with both unions and employees. “Proactive engagement fosters trust and minimizes conflict,” he asserts. “At CHRYSO, we don’t just show up at the bargaining table—we build relationships all year round.” Through open communication channels, regular consultation forums, and collaborative problem-solving initiatives, Llewellyn ensures that industrial dialogue remains constructive and continuous.

Compliance, while essential, is merely the baseline. Under Llewellyn’s leadership, CHRYSO has embedded a culture that goes beyond legal obligations. HR teams are rigorously trained in labor legislation, grievance handling, and conflict resolution, while operational leaders receive ongoing education in local labor laws and ethical employment practices. Internal and external audits further ensure that the company’s policies are not only compliant but principled and fair.

Navigating labor relations across a geographically and culturally diverse region requires both dexterity and a strong ethical compass. From the highly regulated and unionized environment of South Africa to more informal labor markets elsewhere in the continent, Llewellyn tailors HR strategies to suit local contexts while upholding consistent core values. “The legal frameworks may differ, but our commitment to fairness, respect, and dialogue remains constant,” he emphasizes.

At CHRYSO, the aim is always to achieve win-win outcomes. While safeguarding the company’s operational and commercial interests, Llewellyn ensures that employees feel heard, respected, and equitably treated. This people-first approach has yielded tangible benefits: stronger workforce morale, greater industrial stability, and uninterrupted operational performance—key outcomes in a labor-intensive, manufacturing-driven sector.

Listening, Growing, Belonging 

Attracting talent is only half the battle—retaining it is where true organizational strength is built. “Engagement starts with listening,” Llewellyn emphasizes. At CHRYSO, this principle is embedded in practice through regular employee engagement surveys, targeted focus groups, and structured exit interviews. These tools provide the insight needed to design retention strategies that are both relevant and impactful.

Armed with this feedback, Llewellyn has led the implementation of a range of employee-centric initiatives. These include structured career development pathways, flexible compensation models, mental wellness support systems, and performance-based recognition programs—all aimed at creating an environment where employees feel valued, supported, and seen.

Recognizing that growth is a powerful anchor for retention, CHRYSO has also strengthened its internal mobility framework and expanded upskilling and reskilling opportunities across functions. Coaching is now a cornerstone of the talent strategy, ensuring that employees are continuously evolving—both as technical experts and as future leaders.

One standout initiative under Llewellyn’s leadership is CHRYSO’s educational support program. Beyond providing employees with opportunities for continued education, the program extends bursaries to their children—demonstrating a commitment to holistic, generational investment. “We believe in supporting the whole family, not just the individual,” Llewellyn notes. “That’s where true loyalty is built.”

But perhaps the most powerful element of CHRYSO’s retention strategy is its cultural foundation—anchored in purpose. In an industry driven by science, manufacturing, and performance, Llewellyn ensures that employees also see the broader impact of their work. “People want to be part of something meaningful,” he explains. By clearly connecting daily roles to CHRYSO’s mission and societal contributions, a deeper sense of pride and belonging is fostered—often becoming the emotional bond that keeps talent rooted far beyond the allure of compensation.

Digitizing with Purpose

Digital transformation in HR is no longer a matter of choice—it’s a business-critical imperative. Llewellyn has been at the forefront of embedding technology into HR operations to drive efficiency, agility, and impact.

Under his leadership, CHRYSO has rolled out robust Human Resource Information Systems (HRIS) that serve as the digital backbone of the organization’s people strategy. These platforms have streamlined key functions—from onboarding and payroll to performance management and learning and development tracking—centralizing data and elevating the overall employee experience.

“Implementing a comprehensive HRIS has allowed us to move beyond administrative efficiency and into strategic enablement,” Llewellyn explains. One of the most transformative benefits has been the rise of data-driven decision-making. With real-time analytics at their fingertips, HR teams can now anticipate workforce trends, identify capability gaps, and tailor development interventions with greater precision.

Automation has also freed HR professionals from routine, manual tasks, allowing them to focus on high-impact priorities such as leadership development, succession planning, and culture enhancement. This shift from transactional to strategic work has redefined the role of HR across CHRYSO’s operations in Africa.

Equally significant is the empowerment of employees and line managers through self-service functionalities. By giving teams direct access to tools for leave management, performance tracking, and learning modules, HRIS platforms have reduced bottlenecks, improved turnaround times, and enhanced engagement across the board.

CHRSYO’s digital HR journey doesn’t stop at automation. Llewellyn is guiding the continued evolution of the company’s digital roadmap, integrating AI-driven tools, mobile accessibility, and e-learning platforms to stay ahead of workforce expectations. “Technology must serve people, not replace them,” he notes. “Our goal is to use digital solutions to elevate the human experience at work.”

Redefining the Future of Work

The COVID-19 pandemic didn’t just disrupt the workplace—it redefined it. For Llewellyn, the global crisis served as a catalyst for accelerated digital transformation, prompting a rapid evolution of HR practices and workplace dynamics across the organization.

“Like many companies, the pandemic forced us to rethink how, where, and when work happens,” Llewellyn reflects. At CHRYSO, this led to the strategic adoption of hybrid work models—particularly within support and commercial functions—where flexibility became a lever for both productivity and employee well-being.

The shift required HR to evolve at speed. From digitized onboarding journeys and virtual learning modules to remote performance management systems and digital wellness check-ins, Llewellyn led a comprehensive transformation of the employee experience. The goal was clear: to sustain engagement, performance, and cohesion even in the absence of physical proximity.

A significant focus was also placed on leadership adaptation. “Managing remotely isn’t just about technology—it’s about trust, communication, and accountability,” Llewellyn explains. To equip leaders for this new paradigm, CHRYSO introduced targeted coaching and virtual leadership toolkits, helping managers navigate the nuances of leading in a dispersed environment.

Looking ahead, Llewellyn sees the hybrid model not as a temporary response but as a long-term reality. “The future of work is hybrid, fluid, and digital-first,” he states. CHRYSO remains committed to fostering inclusive, high-trust environments—whether employees are working in the office, from home, or on-site at manufacturing facilities.

To support continuous development in this new world of work, CHRYSO has invested heavily in digital learning platforms. Originally vital during the pandemic, these tools now serve as a cornerstone of the company’s talent development strategy—offering employees on-demand access to skills training, leadership content, and personal development resources, regardless of location.

Yet even amid this digital evolution, Llewellyn emphasizes the enduring importance of human connection. “Technology enhances how we work, but it should never replace the relationships that drive our culture,” he notes. At CHRYSO, intentional efforts to maintain interpersonal connection—whether through virtual town halls, pulse surveys, or informal check-ins—ensure that the organization remains connected, cohesive, and culturally vibrant.

Wisdom from the Field

For Llewellyn, human resources is not just about policies or processes—it’s about people, purpose, and strategic influence. With a career forged in the dynamic and demanding world of manufacturing, Llewellyn offers a blueprint for aspiring HR professionals seeking to make a lasting, meaningful impact within their organizations.

“Understand the business first,” he advises. In today’s environment, HR has evolved from a support function to a core strategic enabler. To drive real value, HR professionals must speak the language of operations, finance, sales, and corporate strategy. “You can’t influence what you don’t understand,” Llewellyn notes. “Credibility is earned when HR leaders demonstrate business acumen alongside people insight.”

Equally critical is a mindset of lifelong learning. With the workplace undergoing unprecedented transformation, staying relevant requires a constant hunger for knowledge. Llewellyn encourages young professionals to remain curious—about technology, behavioral science, organizational psychology, and global HR trends. “Learning is not a phase of your career—it’s the fuel that keeps you moving forward.”

But in a world increasingly dominated by data and automation, Llewellyn believes empathy is what truly sets transformational HR apart. “Lead with heart,” he says. “AI can optimize processes, but only people can inspire, care, and connect. Your ability to show compassion and truly listen will be your most powerful leadership trait.”

Relationship-building is another cornerstone of Llewellyn’s philosophy. He reminds future HR leaders that influence doesn’t stem from hierarchy—it comes from trust and credibility. By engaging stakeholders across departments and demonstrating a genuine commitment to solving real problems, HR earns its seat at the strategic table.

And finally, be courageous. In Llewellyn’s view, the most impactful HR professionals are those who lead with integrity, empathy, and clarity of purpose. “HR has the power to shape lives—use that power wisely,” he says. Whether navigating change, driving inclusion, or developing future leaders, the role of HR today demands bold thinking and unwavering values.

For those entering the field, Llewellyn’s message is both inspiring and practical: Be strategic. Be curious. Be human. And above all, be brave enough to make a difference.