JOB PURPOSE
The HR Director is responsible for leading the full spectrum of Human Resources across the region, including talent acquisition, organization development, change management, employee relations, workforce planning, total rewards, and staff engagement.
This role serves as a strategic partner to senior leadership, driving people strategies that support business growth, organizational effectiveness, and cultural transformation. The incumbent will lead the HR team in delivering high-quality HR services, building a high-performing workforce, and ensuring compliance with local regulations and company policies.
PRINCIPAL ACCOUNTABILITIES
- Act as a trusted advisor to regional leadership, developing and executing HR strategies aligned with business objectives and organizational priorities.
- Lead organization development initiatives to enhance organizational effectiveness, structure, culture, and leadership capability.
- Drive change management efforts related to business transformation, restructuring, integration, or growth initiatives.
- Oversee talent acquisition, workforce planning, succession planning, and leadership development to ensure sustainable talent pipelines.
- Develop and implement competitive compensation, benefits, and total rewards programs in collaboration with the Compensation & Benefits team.
- Champion employee engagement, retention strategies, and performance management across the region.
- Partner with the Learning & Development team to design and deliver high-impact training programs, including leadership development and capability building.
- Provide expert guidance on complex employee relations issues, organizational challenges, and workforce matters.
- Ensure HR policies, procedures, and practices comply with applicable laws, regulations, and internal standards.
KEY RESPONSIBILITIES
HR Strategy & Governance
- Develop, implement, and review HR policies, procedures, and standard operating frameworks.
- Ensure HR practices remain aligned with business needs, market trends, and regulatory requirements.
- Maintain compliance with statutory regulations and ISO standards.
Organization Development & Change Management
- Lead organizational design, restructuring, and workforce transformation initiatives.
- Drive culture-building programs aligned with company values and strategic direction.
- Support leadership teams through change initiatives, including communication planning and stakeholder engagement.
- Assess organizational capability gaps and implement development interventions.
- Facilitate initiatives to enhance productivity, collaboration, and organizational effectiveness.
Talent Management & Performance
- Lead performance management processes, including annual and mid-year reviews.
- Identify high-potential talent and oversee succession planning initiatives.
- Develop retention strategies to sustain a high-performing workforce.
Compensation, Benefits & Welfare
- Partner with the C&B team to review and enhance compensation structures, benefits, and employee welfare programs.
- Monitor market competitiveness of total rewards offerings.
- Oversee insurance programs and employee well-being initiatives.
Learning & Development
- Collaborate with the L&D team to implement training and development programs.
- Support leadership development, succession readiness, and skills enhancement initiatives.
Employee Relations & HR Operations
- Manage employee relations matters, including grievances, counseling, and feedback.
- Provide HR advisory support to management and department heads.
- Oversee HRIS operations, including payroll, leave administration, and employee data management.
Recruitment & Workforce Planning
- Lead recruitment strategies, hiring plans, and manpower budgeting.
- Conduct interviews for senior-level roles as required.
Stakeholder Management & Projects
- Deliver high-quality HR services to internal stakeholders and external partners.
- Lead or participate in cross-functional and strategic HR projects.
- Handle ad-hoc assignments as required.
QUALIFICATIONS & EXPERIENCE
- Bachelor's degree in any discipline (HR or business-related qualifications preferred)
- Minimum 15 years of progressive HR experience, including leadership responsibilities
- Proven experience managing the full spectrum of HR functions
- Demonstrated experience in organization development and change management initiatives
- Strong business partnering and stakeholder management skills
- Experience in regional or multinational environments is highly desirable
