Head of Human Resources

Role Purpose

The Head of Human Resources is a strategic executive leadership role responsible for setting and driving the Group People Strategy across all business units, subsidiaries, and regions. The role ensures the organization attracts, develops, engages, and retains top talent while maintaining strong governance, compliance, and workforce sustainability in alignment with the organization’s long-term vision and growth objectives.

Key Responsibilities

• Develop, implement, and continuously refine the Group HR and People Strategy aligned to the corporate strategy.
  


• Serve as a trusted advisor to the CEO, Executive Committee, and Board on all people, culture, and organizational matters.
  


• Lead enterprise-wide workforce planning, succession planning, and leadership pipeline development.
  


• Drive organizational effectiveness, cultural transformation, and change management initiatives across the Group.
  


• Establish and maintain Group-wide HR governance frameworks, policies, and standards.
  


• Ensure full compliance with all labour laws, employment regulations, and statutory requirements across jurisdictions.
  


• Oversee employment risk management, disciplinary frameworks, and litigation matters.
  


• Report to the Board HR & Remuneration Committee on compliance, workforce risks, and people metrics
  


• Lead Group-wide talent acquisition, succession planning, and high-potential programs.
  


• Ensure consistent executive recruitment and leadership assessment processes.
  


• Design and implement leadership development, coaching, and executive training programs.
  


• Strengthen internal talent mobility and career progression pathways.
  


• Design and oversee enterprise-level performance management frameworks.
  


• Align performance metrics with strategic objectives and shareholder expectations.
  


• Drive organizational design, job architecture, and role clarity initiatives.
  


• Lead mergers, acquisitions, restructuring, and workforce optimization programs.
  


• Develop and govern Group compensation philosophy and reward strategies.
  


• Ensure market competitiveness, internal equity, and cost effectiveness.
  


• Oversee executive remuneration, incentive schemes, long-term incentive plans, and benefits programs.
  


• Support the Board in executive pay benchmarking and remuneration approvals.
  


• Champion a strong, ethical, and performance-driven organizational culture.
  


• Provide leadership on complex employee relations issues, collective bargaining, and union engagements.
  


• Lead employee engagement strategies, diversity & inclusion initiatives, and wellbeing programs.
  


• Ensure consistent application of disciplinary and grievance procedures across all units.
  


• Oversee Group HR operations, payroll governance, and service delivery models.
  


• Lead implementation and optimization of HRIS, digital HR platforms, and automation initiatives.
  


• Use HR analytics and dashboards to provide insights to the Executive Committee and Board.
  


• Ensure data integrity, confidentiality, and compliance with data protection standards.
  


• Collaborate with QHSE / HSE leadership to promote safe and compliant workplaces.
  


• Support mental health, wellness, and work-life balance programs.
  


• Embed sustainability, ESG, and ethical employment practices into HR policies.
  

Requirements

• Bachelor’s Degree in Human Resources, Business Administration, Industrial Relations, Law, or related field.
  


• Master’s Degree / MBA in Human Resources or Management (strongly preferred)
  


• Minimum 12–15 years of progressive HR experience, with at least 7–10 years at senior or executive HR leadership level.
  


• Proven experience leading HR for a large, complex, multi-site or multinational organization.
  


• Demonstrated board-level engagement and executive advisory experience
  


• Strong exposure to labour relations, change management, and corporate governance
  


• Enterprise strategic thinking and commercial acumen.
  


• Executive leadership and stakeholder influence.
  


• Deep expertise in labour law, governance, and risk management.