Job Summary:
The Head of HR serves as a key member of the business unit’s leadership team, responsible
for developing and executing a high-impact people strategy that supports the long-term
vision of the unit. This role provides strategic direction and oversight for all human capital
initiatives within the business unit, fostering a culture of performance, innovation, and
accountability.
The ideal candidate will be a forward-thinking HR leader who combines strategic vision with
hands-on execution, capable of aligning people’s capabilities with the business unit’s goals.
Key Responsibilities:
1.
People Strategy & Organizational Design
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Define and execute a comprehensive HR strategy aligned with the business unit’s overall objectives and growth agenda.
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Lead organizational design, workforce planning, and talent architecture to ensure optimal structures for success.
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Serve as a trusted advisor to the Business Unit Head and senior management on organizational effectiveness, leadership succession, and people risk.
2.
Culture, Change & Leadership
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Drive cultural initiatives that support high performance, accountability, and agility within the business unit.
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Build strong leadership pipelines through strategic talent development, succession planning, and coaching.
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Lead change management strategies during key transitions such as expansions or restructuring.
3.
Governance, Compliance & Risk
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Develop and implement HR governance frameworks, policies, and processes tailored to the business unit, ensuring compliance with local laws and alignment with corporate standards.
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Monitor and mitigate people-related risks, including regulatory, reputational, and operational risks.
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Ensure ethical standards, employee relations practices, and grievance mechanisms are effectively implemented.
4.
Talent Acquisition, Capability Building & Retention
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Establish an employer brand strategy that positions the business unit as a top employer in its sector.
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Oversee recruitment and strategic talent acquisition programs for the business unit.
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Build capability frameworks that support innovation, digital transformation, and cross-functional agility.
5.
Compensation, Reward & Performance Strategy
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Design and implement compensation, benefits, and incentive programs that drive business performance.
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Promote a performance-driven culture through robust KPIs and reward mechanisms that align with unit objectives.
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Benchmark reward strategies to ensure competitiveness in the market.
6.
HR Technology & Analytics
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Drive digital HR initiatives within the business unit, including HR systems implementation and process automation.
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Use people analytics to provide insights and guide strategic decisions around workforce trends, engagement, and productivity.
Requirements
Qualifications and Experience:
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Bachelor’s Degree in Human Resources, Business Administration, Organizational
Development, or related field; MBA or Master’s preferred.
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10+ years of progressive HR leadership experience, including at least 5 years in a
senior HR role within a single business unit or division.
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Proven track record of driving business-aligned HR strategy in fast-paced, high-performance environments.
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Experience working closely with senior leadership teams.
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Professional certification (e.g., CIPD, SHRM-SCP, SPHR) is an advantage.
Benefits
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Competitive
Salary.
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13th Month
Allowance.
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Leave
Allowance.
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Monthly Performance
Bonus.
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Retirement Savings.
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Medical Coverage.
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Paid Time Off.
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Opportunity to work
in a fast-paced and dynamic environment.
