Key Responsibilities
- Develop and execute the overall people strategy, aligning workforce capability, culture and talent with the organisation’s long-term business objectives.
- Lead talent management across workforce planning, recruitment, succession planning, performance management, engagement, rewards and leadership development.
- Partner with the CEO and senior leadership team on organisation structure, manpower planning, leadership capability and key people decisions.
- Build a strong leadership pipeline by identifying, developing and retaining high-potential and critical talent.
- Drive organisational culture, employee engagement and transformation initiatives to build a high-performance and future-ready organisation.
- Oversee employee relations, grievances, disciplinary matters and workplace issues while ensuring appropriate governance and compliance.
- Develop and strengthen HR policies, processes and systems to improve effectiveness, consistency and risk management.
- Drive digitalisation, people analytics and continuous improvement initiatives to enhance HR efficiency and employee experience.
- Manage the people function’s budget and resources, ensuring effective workforce cost management and alignment with business priorities.
- Develop and empower the HR team, building strong functional capabilities and a culture of accountability and continuous improvement.
- Act as a trusted strategic adviser to the CEO and senior leadership team on complex organisational, talent and people matters.
Requirements
- Bachelor’s degree in Human Resources, Business, Management, Psychology or a related discipline; postgraduate or professional qualifications are advantageous.
- 16+ years of relevant experience, with substantial experience in senior HR / people leadership.
- Proven track record in strategic HR, talent management, organisational development and leadership development within a sizeable organisation.
- Strong experience partnering with CEO, senior management and Board-level stakeholders.
- Strong commercial and business acumen, with the ability to connect people strategy to business performance.
- Experienced in organisational transformation, culture development, succession planning and change management.
- Strong knowledge of employment practices, employee relations, governance and people-related risk management.
- Excellent leadership, influencing, communication, coaching and stakeholder management skills.
- Strategic, analytical and commercially minded, with the ability to balance people priorities with business objectives.
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