Head, People & Culture

Responsibilities:

• Implements the People & Culture strategy aligned with the Group’s overall people and culture objectives, contributing to a motivated and high-performing workforce.
  
• Forecasts resource requirements to support the achievement of business goals and objectives.
  
• Implements a compelling Company employer brand that attracts a diverse, experienced, and capable talent pool.
  
• Ensures that performance management programs, systems, and processes are aligned with the Group’s strategy and goals, and drives the annual performance review process.
  
• Implements talent development, succession planning, and talent management programs in line with the frameworks developed by the Head of Learning & Talent Management.
  
• Under the guidance of the Head of Group Rewards, implements competitive reward programs to attract and retain top talent in a highly competitive industry.
  
• Executes the succession planning process to ensure leadership and professional readiness in alignment with the subsidiary’s growth plans.
  
• Implements learning and development programs that align with business needs and objectives.
  
• Ensures compliance with People & Culture policies and procedures to promote a positive and productive work environment.
  
• Promotes employee well-being through the implementation of the wellness strategy.
  
• Provides guidance and support on disciplinary and grievance procedures in line with Company policy.

Requirements:

• A degree in Organizational Psychology, Human Resource Management, or a related field.
  
• A master’s degree in organizational psychology, Human Resources, Business Administration, or a relevant discipline will be an added advantage.
  
• A minimum of 10 years of work experience in Human Resources or Management, with at least 5 years in a senior HR leadership role.
  
• Membership in a recognized professional HR association e.g., CIPM, SHRM, CIPD.
  
• Strong knowledge and practical experience in labour law, compensation and benefits, organizational planning, talent acquisition, organizational development, employee relations, employee engagement, workplace safety and wellness, and building organizational capability.

KPI:

• Employee Engagement: Improved engagement scores, retention rates, and participation in engagement initiatives.
  
• Talent Acquisition: Reduced time-to-fill, enhanced quality of hires, and improved workforce diversity.
  
• Performance Management: High completion rates of performance reviews, increased goal attainment, and effective feedback mechanisms.
  
• Talent Development & Succession Planning: Increased internal promotions, strong talent readiness for key roles, and improved talent retention.
  
• Rewards & Compensation: Competitive and fair reward programs, high employee satisfaction with compensation, and strong retention of top performers.
  
• Learning & Development: High participation in training, measurable competency growth, and positive training feedback.
  
• Compliance & Employee Relations: High compliance with policies, timely resolution of cases, and strong employee trust in HR processes.
  
• Employee Wellness: Strong participation in wellness initiatives, reduced absenteeism, and positive feedback on well-being programs.