Responsibilities:

Strategic Leadership:

Develop and execute the People and Culture strategy aligned with corporate goals.
Serve as a strategic advisor to Executive Management on workforce planning, leadership, and organizational health.
Translate business strategy into people initiatives that drive productivity and profitability.
Lead change management and cultural transformation initiatives

Talent and Workforce Management:

Oversee talent acquisition, onboarding, performance management, succession planning, and retention.
Strengthen leadership pipelines and internal talent mobility.
Ensure role clarity, competency frameworks, and succession planning for critical roles.

Performance Management

Design and manage performance management frameworks, goal-setting processes, and performance reviews.
Drive accountability through clear KPIs, feedback systems, and performance
improvement plans.
Support leaders in managing performance, discipline, and productivity.

Culture, Engagement and Employee Relations

Embed company values into behaviors, leadership expectations, and daily operations.
Lead employee engagement, well-being, and culture -building initiatives
Manage employee relations, grievances, disciplinary processes, and conflict resolution.

Learning and Capability Development

Identify capability gaps and implement learning and leadership development programs.
Build people-manager capability across the organization.
Promote continuous learning and organizational effectiveness,
Manage employee relations, grievances, disciplinary processes, and conflict resolution.

Compensation and Benefits:

Design and manage a competitive and comprehensive compensation and benefits structure.
Conduct regular benchmarking to ensure our compensation packages remain competitive in the market.
Work closely with finance to ensure budgetary compliance, cost-effectiveness, and error-free pay schedule.

Employee Engagement:

Develop and execute programs to enhance employee engagement and retention.
Conduct regular surveys and feedback sessions to gauge employee satisfaction and implement improvements accordingly.
Champion initiatives that promote work-life balance and employee well-being.

HR Strategy and Compliance:

Develop and implement HR policies and procedures in compliance with local labor laws and industry standards.
Provide strategic guidance on human resources issues and collaborate with leadership on organizational strategy.
Ensure HR practices align with the company's overall business objectives.

Requirements: