Group Head of Human Resources

The Group Head of Human Resources is responsible for leading and managing the overall human resources function across the organization's global operations. They are accountable for developing and implementing HR strategies, policies, and programs that support the achievement of the company's strategic objectives and foster a high performing, engaged, and diverse workforce. The Group Head of HR serves as a strategic partner to the executive team, providing HR-related insights and recommendations to enable informed decision-making and drive organizational success.

1. HR Strategy and Governance:

• Develop and implement a comprehensive HR strategy that aligns with the organization's overall business strategy and objectives • Establish HR policies, procedures, and guidelines to ensure consistency and compliance with relevant laws and regulations across all locations • Oversee the governance of the HR function, including the development and maintenance of HR-related policies, processes, and controls • Represent the HR function on the executive team and collaborate with other senior leaders to ensure HR initiatives support the organization's strategic priorities

1. Talent Management and Organizational Effectiveness:

• Lead the development and execution of talent management strategies, including talent acquisition, onboarding, performance management, learning and development, and succession planning • Implement programs and initiatives to attract, develop, engage, and retain top talent, ensuring the organization has the right skills and capabilities to achieve its goals • Oversee the design and implementation of organizational development initiatives to enhance organizational effectiveness, improve employee engagement, and foster a high-performance culture • Collaborate with business leaders to align talent management strategies with the organization's evolving needs and support organizational transformation

1. Compensation and Benefits:

• Develop and maintain competitive compensation and benefits programs that attract, motivate, and retain top talent • Oversee the administration of compensation and benefits, ensuring compliance with relevant laws and regulations • Analyze market trends and benchmarks to ensure the organization's compensation and benefits remain competitive and aligned with industry standards • Provide guidance and support to business leaders on compensation and benefits-related matters

1. Employee Relations and Compliance:

• Establish and maintain effective employee relations practices, including grievance handling, disciplinary procedures, and conflict resolution • Ensure the organization's HR practices and policies comply with relevant labor laws, employment regulations, and industry standards • Collaborate with legal and other functions to manage complex employee-related issues, such as terminations, discrimination claims, and labor disputes • Promote a positive and inclusive work environment that fosters open communication, trust, and respect among employees

1. HR Transformation and Innovation:

• Identify opportunities to streamline and automate HR processes, leveraging technology and digital solutions to enhance the employee experience and improve HR service delivery • Implement data-driven HR analytics and reporting to provide insights that inform strategic decision-making and drive continuous improvement • Foster a culture of innovation within the HR function, encouraging the exploration and piloting of new HR practices and technologies • Represent the organization in external HR forums and industry associations, staying abreast of emerging trends and best practices

1. Diversity, Equity, and Inclusion (DEI):

• Develop and implement a comprehensive DEI strategy to foster a diverse, equitable, and inclusive workplace • Ensure DEI principles are embedded across all HR policies, programs, and practices, from recruitment to development and advancement • Provide training and support to managers and employees on DEI best practices and unconscious bias mitigation • Monitor and report on DEI metrics, such as representation, pay equity, and inclusion survey scores, to track progress and identify areas for improvement

1. Stakeholder Engagement and Collaboration:

• Serve as a strategic partner to the executive team, providing HR-related insights and recommendations to support informed decision-making • Collaborate with business leaders to understand their HR-related needs and provide tailored solutions to support their objectives • Foster strong relationships with key stakeholders, including employees, managers, and external partners, to ensure effective HR service delivery • Represent the HR function and the organization's interests in external forums and industry associations

Minimum of a university degree in any discipline from a reputable University Must have relevant professional qualification like CIPM Minimum of 12 years’ experience in Human Resources management Experience in developing and implementing HR strategies and programs across multiple locations or business units Experience in collaborating with executive teams and driving strategic HR initiatives Experience in leading and managing a team of HR professionals

A master’s degree in any business-related discipline is an added advantage