Head, HR Strategy

Job Responsibilities:

• Plan and manage the development and implementation of HR five (5) year plan which also include Strategic Initiatives, Manpower Planning and Budgeting that supports organization’s business strategy and agenda.
• Design and implement performance and rewards strategies to attract, retain and motivate top talent.
• Develop a scalable, integrated talent management framework, including performance management, talent reviews, competency development, and career progression plans.
• Drive the development of integrated HR strategies, KPIs, and operating models to optimize HR analytics, manpower productivity, job evaluation, and workforce capability.
• Position HR as a strategic partner by proactively delivering innovative, data-driven solutions that support long-term organizational success.

Functional Responsibilities:

• Oversee the development and implementation of HR programs, policies, and frameworks that respond to dynamic business needs.
• Lead comprehensive HR transformation initiatives, integrating digital tools and strategic enhancements to optimize workforce management and HR operations. Oversee the streamlining of processes, improvement of HR systems, and enhancement of employee experience across recruitment, performance management, talent development, and succession planning.
• Design, implement, and monitor a comprehensive development plan to accelerate employee growth through experiential learning via on-the-job assignments and cross-functional projects, social learning through mentoring, coaching and peer collaboration, and formal learning via structured programs such as training, certifications, and e-learning.
• Establish succession planning framework to secure leadership continuity and nurture a pipeline of high-potential talent. Regularly assess organizational readiness for key roles, ensuring seamless transitions and business stability.
• Plan and manage the identification and development of HR Risk Scorecard and risk mitigation plans to minimize risk exposure and ensure governance.
• Lead the strategic review of compensation frameworks, implementing equitable, market-aligned structures that drive employee engagement and productivity.
• Manage the development of manpower plans and budget plans that forecast HR investments, align with fiscal targets, and support strategic workforce planning initiatives.
• Oversee and refine HR performance scorecards and manpower metrics, providing leadership with actionable insights to drive informed decision-making.

Job Requirements:

• Minimum Bachelor’s Degree in Business Administration, Human Resources, or a related field is required; MBA is preferred.
• Professional HR certification (e.g., SHRM-CP, PHR, CIPD, CHRM) is highly preferred.
• At least 8 – 10 years of relevant working experience in HR or business planning including at least 2 years in a managerial role, with proven leadership and management success.
• Proven track record in designing and implementation of HR policies and processes.

Skills:

• Good knowledge and conceptual understanding of career management tools i.e., HR related tool and system i.e., Performance Management, Competency Management System, as well as ability to apply them in all HR processes.
• Competencies of building HR partnership, interpersonal skill, influencing skill, change leadership, adaptability, business acumen.
• Strong interpersonal, communication and stakeholder management skills.
• Ability to drive a high-performance culture across the organization.