Head, People and Culture

Job title : Head, People and Culture

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