Head of HR

Job Summary:

The Head of HR is a pivotal strategic partner responsible for architecting, driving, and optimizing the organization’s human capital strategy in alignment with overall business growth and long-term objectives. This role encompasses leading talent acquisition, fostering an agile and high-performance culture, and championing employee development. Additionally, the Head of HR oversees organizational design, manages HR policies and procedures, ensures strict legal compliance, and leverages HR technology to drive operational excellence and mitigate corporate risks.

Key Responsibilities and Accountabilities:

1. Strategic HR Management & Organizational Development

-   Strategic Alignment: Design, communicate, and execute comprehensive HR strategies that directly support and accelerate the company’s short-term targets and long-term business goals.

-   Policy Architecture: Formulate, standardize, and continuously modernize HR policies, frameworks, and initiatives to build a scalable organizational structure.

-   Executive Advisory: Act as a trusted strategic consultant to the Board of Directors and Department Heads, providing data-driven insights on workforce planning, organizational restructuring, and change management.

-   Cultivate a transparent, diverse, and inclusive work environment; design and drive employee engagement initiatives to minimize turnover and maximize morale.

2. Talent Acquisition & Workforce Planning

-   End-to-End Recruitment: Oversee the end-to-end recruitment lifecycle, implementing innovative sourcing methodologies to attract, select, and secure top-tier talent and executive-level hires.

-   Employer Branding: Spearhead Employer Branding campaigns in the market to position the company as an employer of choice within the industry.

-   Onboarding & Experience: Standardize and optimize the employee onboarding framework to ensure rapid integration, alignment with company values, and a premium candidate experience.

3. Performance & Talent Management

-   Performance Frameworks: Design, implement, and refine robust Performance Management Systems (KPIs/OKRs) to drive accountability, objectivity, and a high-performance culture.

-   Succession Planning: Establish talent mapping and succession planning frameworks to identify high-potential employees (HiPos) and secure a sustainable leadership pipeline.

4. Compensation, Benefits & Total Rewards

-   Total Rewards Strategy: Benchmark, develop, and administer highly competitive compensation and benefits (C&B) structures (including salary scales, performance bonuses, and health schemes) to optimize retention and cost efficiency.

-   Market Intelligence: Conduct routine salary surveys and industry benchmarking to ensure the company’s compensation package remains attractive and sustainable.

-   Budgetary Control: Oversee and manage the annual HR budget, optimizing the Return on Investment (ROI) for personnel expenditure.

5. Learning, Training & Professional Development

-   L&D Architecture: Conduct Training Needs Analysis (TNA) across all departments to design, deliver, and evaluate impactful learning and development initiatives.

-   Leadership Development: Build tailored management and leadership training tracks to upskill current supervisors and prepare future leaders.

6. HR Compliance & Legal Risk Management

-   Labor Law Compliance: Stay abreast of evolving local labor laws, social insurance regulations, and industry standards to ensure 100% legal compliance across all operations.

-   Risk Mitigation: Proactively manage legal risks, handle employee grievances, execute disciplinary procedures, and resolve complex labor disputes professionally and confidentially.

7. HR Digital Transformation & Cross-Functional Coordination

-   HRIS Management & Deployment: Direct the implementation and deployment of the new HRIS software, ensuring all administrative and management features are precisely tailored to the company’s operational    needs.

-   Oversee the daily utilization and continuous optimization of the system while ensuring absolute data integrity, security, and confidentiality of all employee records.

-   Cross-Functional Collaboration: Act as the central HR coordinator, partnering seamlessly with all Department Heads to execute cross-functional projects, optimize workflows, and drive operational efficiency.

8. Executive Governance

Execute strategic assignments, workforce reporting, and ad-hoc duties as strictly requested by the Board of Directors.

​You have:

1. Education & Experience

-        Bachelor’s Degree or higher in Human Resources Management, Business dministration, Law, or a related field.

-        Minimum of 10+ years of proven experience in HR leadership roles (HR Manager, Head of HR, or Senior HRBP), preferably within fast-paced, commercial, or premium service industries.

2. Core Competencies & Skills

-        Strategic Thinker & Business Acumen: Ability to understand commercial drivers and translate business strategy into actionable HR outcomes.

-        Leadership & Influence: Outstanding leadership, negotiation, and conflict-resolution skills, with a proven track record of managing and developing an HR team.

-        Communication: Exceptional verbal and written communication skills

-        Tech-Savvy: Strong proficiency in modern HRIS software, data analytics, and digital HR tools, AI.

3. Personal Attributes

-        Uncompromising integrity, ethical standards, and a high level of confidentiality.

-        Emotional Intelligence (EQ) with the ability to empathize while maintaining professional boundaries and organizational rules.