Key Responsibilities
Strategic HR Partnership & Leadership
- Partner with senior leaders to align HR strategies with business goals and drive growth in the competitive IT services market.
- Lead and develop Regional HR Business Partners to deliver proactive HR support across business groups and corporate functions.
- Lead strategic organizational change initiatives such as restructuring, talent mobility, and workforce planning to build a resilient and adaptive workforce.
- Formulate and execute HR policies, practices, and initiatives that address regional requirements while ensuring alignment with global corporate standards.
Talent Management & Development
- Oversee succession planning and leadership development to ensure a strong pipeline of skilled employees and future leaders.
- Ensure effective performance management processes are in place, connecting individual objectives with strategic business outcomes.
Organizational Development & Change Management
- Support organizational change initiatives, including expansion projects, operational shifts, and digital transformations.
- Champion diversity, equity, and inclusion (DEI) efforts to build a diverse, future-ready workforce.
- Use HR analytics to measure the effectiveness of talent strategies and continuously improve HR programs.
Employee Engagement & Retention
- Implement engagement initiatives to enhance retention by providing clear development paths and growth opportunities.
- Coach and support managers in building high-performing teams and creating positive employee experiences.
- Boost employee engagement with proactive communication, feedback mechanisms, and initiatives that foster a positive workplace culture.
Operational Excellence
- Use HR analytics to monitor workforce trends, evaluate HR initiatives, and recommend strategic improvements.
- Act as a trusted advisor to resolve complex employee relations issues, ensuring a fair and consistent approach across the region.
- Ensure HR practices adhere to laws, regulations, and internal policies to mitigate legal risks and uphold ethical standards.
Collaboration & Stakeholder Management
- Partner closely with HR Centres of Excellence (e.g., Talent Acquisition, Learning & Development, Rewards) to ensure delivery of comprehensive HR services.
- Champion innovative HR solutions including digital HR tools, to enhance efficiency and the overall employee experience.
The ideal candidate should have/be:
- Education & Qualification: Degree inHuman Resources, Business Administration, or a related field; Master's degree or HR certificate (SHRM-SCP, CIPD, SPHR) is preferred.
- IHRP-SP certified
- Experience:8-10 years in HR, with 3-5 years in a leadership role in IT Professional Services or technology-driven environment.
- Industry Knowledge: Strong understanding of the IT and telecommunications sectors, including current trends and best practices that influence people and business performance.
- Strategic Vision:Demonstrates the capacity to think comprehensively and align HR initiatives with the overall business strategy.
- Leadership:Experience in leading, developing and managing HR teams.
- Consultative Skills:Trusted advisor with excellent stakeholder management and interpersonal skills.
- Analytical & Problem-Solving Skills:Proficient in using HR metrics and data for decision-making.
- Change Management:Skilled in managing transformation and adapting to changing business environments.
- Project Management:Strong organizational skills to manage multiple priorities and deliver timely results.
- Communication:Exceptional verbal and written communication skills; adept at influencing and negotiating at all levels.
