Head of Human Resources

Responsibilities:

Talent Acquisition & Workforce Planning:

• Lead recruitment and talent acquisition across all departments and locations.
• Develop and maintain strong talent pipelines for critical and high-volume roles.
• Ensure appropriate staffing levels across retail stores, service centres, warehouses, and corporate teams.
• Develop workforce plans aligned with business growth, sales cycles, and operational requirements.
• Support expansion plans through effective workforce planning and recruitment strategies.

Performance Management & Capability Development:

• Lead the company's performance management process.
• Ensure timely performance reviews, goal setting, and performance improvement plans.
• Identify capability gaps and implement appropriate development initiatives.
• Oversee training programs covering customer service, product knowledge, leadership, compliance, and workplace effectiveness.
• Develop succession plans for key positions.
• Work with managers to improve employee productivity and performance.

Employee Engagement & Culture:

• Build and maintain a performance-driven and customer-focused organizational culture.
• Develop employee engagement initiatives that improve morale, productivity, and retention.
• Promote a consistent employee experience across all company locations.
• Monitor employee feedback and identify opportunities to improve workplace culture.
• Drive initiatives that strengthen employee commitment and organizational values.

HR Operations & Compliance:

• Oversee payroll, employee benefits, HR records, and other core HR operations.
• Ensure accurate and timely maintenance of employee records and HRIS data.
• Ensure compliance with applicable labour laws and company policies.
• Develop and standardize HR policies, procedures, and processes across all locations.
• Ensure consistent application of HR policies across retail and operational teams.
• Maintain proper HR documentation and reporting systems.

Employee Relations:

• Manage employee grievances, disciplinary matters, and workplace conflicts.
• Ensure disciplinary processes are handled fairly, consistently, and in accordance with company policies.
• Coach managers and supervisors on employee relations and people-management matters.
• Investigate workplace issues and recommend appropriate resolutions.
• Maintain confidentiality and professionalism when handling sensitive employee matters.

Compensation & Rewards:

• Review and maintain competitive compensation structures.
• Develop and implement incentive programs linked to sales, service quality, productivity, and performance.
• Monitor employee turnover and identify key drivers of attrition.
• Develop and implement effective employee retention strategies.
• Partner with management on compensation reviews and reward initiatives.

Strategic HR Leadership:

• Partner with senior management to develop and execute the company's people strategy.
• Align HR initiatives with business objectives, growth plans, and operational requirements.
• Support organizational design and restructuring where necessary.
• Build scalable HR systems and structures that can support business expansion.
• Use HR analytics and workforce data to identify trends and support management decision-making.
• Provide management with regular reports and insights on workforce performance, staffing, turnover, engagement, and other key HR metrics.

Requirements:

• 5–8 years of relevant HR experience.
• Bachelor's degree in Human Resources, Business Administration, Industrial Relations, Psychology, Law or a related field.
• A degree in Law is an advantage.
• Master's degree/MBA is an added advantage.
• Professional certification such as CIPM, SHRM, or CIPD is preferred.
• Additional training in labour law, compensation, organizational development, or leadership is an advantage.
• At least 3 years in a senior HR management or leadership position.
• Experience working in a fast-paced, growth-driven, retail, service, logistics, or multi-location environment is highly advantageous.
• Strong experience in talent acquisition, performance management, employee relations, and employee engagement.
• Demonstrated experience in organizational development and change management.
• Proven ability to manage HR operations across multiple teams or locations.

Skills & Competencies:

• Strong leadership and stakeholder-management skills.
• Ability to develop and execute HR strategies aligned with business objectives.
• Strong analytical and problem-solving abilities.
• High emotional intelligence and sound professional judgment.
• Excellent communication and conflict-resolution skills.
• Strong knowledge of HR policies, procedures, and best practices.
• Ability to work effectively in a fast-paced and high-volume environment.
• Strong organizational and decision-making skills.
• High level of integrity, confidentiality, and professionalism.

Technical Skills:

• Proficiency in HRIS and payroll systems.
• Strong knowledge of applicable labour laws and HR best practices.
• Competence in talent management and succession planning.
• Knowledge of organizational design and workforce planning.
• Ability to use HR data and metrics to support business decisions.

Key Performance Indicators (KPIs)Talent & Staffing:

• Quality of hires.
• Time-to-fill vacancies within agreed timelines.
• Staffing levels across all locations.
• Recruitment effectiveness and retention of new hires.

Performance & Capability:

• Timely completion of performance reviews.
• Closure of identified performance and capability gaps.
• Completion of priority training programs.
• Measurable improvement in workforce productivity and relevant business KPIs.

Engagement & Retention:

• Improvement in employee engagement scores.
• Reduction in employee turnover.
• Improvement in employee retention across retail and corporate teams.

HR Operations:

• Payroll accuracy and timely processing.
• Accuracy and timely updating of HR records and HRIS.
• Consistent implementation of HR policies and procedures.

Employee Relations:

• Timely resolution of grievances and disciplinary cases.
• Reduction in recurring employee relations issues.
• Effective management support on people-related matters.

Strategic Impact:

• HR readiness to support business expansion.
• Improvement in workforce productivity.
• HR contribution to store, service centre, warehouse, and corporate team performance.
• Successful implementation of scalable HR systems and processes.