Job Objectives
- The Head, People & Culture is responsible for driving the organization's people agenda by developing and implementing strategies that attract, engage, retain, and optimize talent while fostering a high-performance culture aligned with business objectives.
- The role provides leadership in workforce planning, employee engagement, performance management, talent management, employee relations, compensation governance, organizational development, and HR analytics to enhance organizational effectiveness and employee experience.
Duties & Responsibilities
Talent Acquisition & Workforce Planning:
- Develop and implement talent acquisition and workforce planning strategies that ensure the organization attracts, selects, and retains high-performing talent to meet current and future business needs.
Key Deliverables:
- Maintain optimal staffing levels across the organization.
- Reduce time-to-fill and recruitment costs.
- Improve quality of hire.
- Build talent pipelines for critical and hard-to-fill positions.
Employee Engagement & Culture Enhancement:
- Drive initiatives that strengthen employee engagement, organizational culture, employee experience, and employer brand.
Key Deliverables:
- Improve employee engagement and satisfaction scores.
- Foster a positive, inclusive, and high-performance culture.
- Implement employee recognition and wellness initiatives.
- Promote organizational values and desired behaviours.
Employee Retention & Talent Management:
- Develop and execute talent management and retention strategies that enhance workforce stability and ensure the availability of talent for critical roles.
Key Deliverables:
- Reduce voluntary employee turnover.
- Increase retention of high-performing employees.
- Lead succession planning for key and critical positions.
- Support career mobility and talent development initiatives.
Performance Management & Organizational Effectiveness
- Drive a robust performance management framework that promotes accountability, productivity, and continuous improvement.
Key Deliverables:
- Ensure timely completion of performance reviews.
- Improve individual and team performance outcomes.
- Align employee objectives with corporate goals.
- Drive a culture of performance excellence and accountability.
Compensation, Benefits & Reward Management:
- Ensure compensation and benefits programs are competitive, equitable, and aligned with organizational objectives.
Key Deliverables:
- Maintain market competitiveness of remuneration structures.
- Improve employee satisfaction with rewards and benefits.
- Oversee annual salary review and incentive processes.
- Ensure pay equity and reward governance.
Employee Relations & Workplace Climate:
- Promote positive employee relations practices and foster a harmonious working environment that supports productivity and employee well-being.
Key Deliverables:
- Effectively manage grievance and disciplinary processes.
- Strengthen employer-employee relationships.
- Resolve workplace conflicts in a timely manner.
- Maintain a positive employee relations climate.
Organizational Development & Change Management:
- Lead organizational development initiatives that improve efficiency, effectiveness, workforce alignment, and readiness for change.
Key Deliverables:
- Support organizational restructuring and workforce optimization initiatives.
- Drive change management programs.
- Review and enhance organizational structures, policies, and processes.
- Improve organizational effectiveness and agility.
HR Analytics & Workforce Productivity:
- Leverage people analytics and workforce insights to support strategic decision-making and improve organizational performance.
Key Deliverables:
- Develop and maintain HR dashboards and scorecards.
- Monitor workforce productivity and people metrics.
- Generate actionable insights for business leaders.
- Drive data-informed decision-making across the organization.
HR Operations, Governance & Compliance:
- Ensure operational excellence in all HR processes while maintaining compliance with labour laws, regulations, and company policies.
Key Deliverables:
- Maintain HR policy and governance frameworks.
- Ensure compliance with statutory and regulatory requirements.
- Strengthen HR processes and service delivery standards.
- Manage risk and ensure effective HR controls.
Strategic HR Business Partnership:
- Partner with business leaders to deliver people solutions that support organizational growth, business transformation, and operational excellence.
Key Deliverables:
- Translate business strategy into people initiatives.
- Support leadership in workforce and talent decisions.
- Provide strategic HR advisory services to management.
- Drive alignment between people strategy and business goals.
Staff Attraction, Motivation and Retention:
- Fill vacant roles within the department in a timely manner and provide opportunities for growth and development.
- Provide training, mentorship, and upskilling programs.
- Recognize and reward individual and team achievements and contribution.
- Encourage open communication and feedback.
- Give employees autonomy and ownership of their work to motivate them.
- Foster a positive work culture that encourages collaboration, innovation, and creativity.
- Regularly engage direct reports to understand their needs and concerns.
- Foster a diverse and inclusive work environment that values different perspectives and backgrounds.
Key Performance Indicators
- Employee Engagement Score
- Voluntary Employee Turnover Rate
- Quality of Hire Index
- Time-to-Fill Critical Positions
- High-Performer Retention Rate
- Performance Review Completion & Goal Achievement Rate
- Workforce Productivity Index
- Compensation Competitiveness Ratio
- Succession Coverage for Critical Roles
- HR Compliance & Audit Score
Job Requirements
Education:
- Bachelor's Degree in Human Resources, Industrial Relations, Psychology, Business Administration, or a related discipline.
- Master's Degree in Human Resources, Business Administration, or a related field is an added advantage.
Professional Qualifications:
- CIPM, SHRM-SCP, SHRM-CP, HRCI, CIPD, or equivalent professional certification.
Experience:
- Minimum of 10 years' progressive HR experience, with at least 5 years in a senior HR leadership role.
- Proven experience in talent management, employee engagement, organizational development, performance management, employee relations, compensation management, and HR strategy execution.
- Strong experience in using people analytics and workforce data to drive business decisions.
Core Competencies:
- Strategic HR Management
- Talent Acquisition & Workforce Planning
- Employee Engagement & Culture Building
- Talent Management & Succession Planning
- Performance Management
- Compensation & Benefits Management
- Employee Relations & Conflict Resolution
- Organizational Development
- Change Management
- HR Analytics & Reporting
- Business Acumen
- Leadership & Stakeholder Management
- Communication & Influencing Skills
- Problem Solving & Decision Making
- Emotional Intelligence