Position Summary

The Strategic HR Head will serve as a key partner to leadership in driving enterprise-wide people strategy, organizational effectiveness, workforce transformation, and culture-building initiatives aligned with business objectives. The role will lead and integrate Organizational Development (OD), Learning & Development (L&D), Employee Engagement, Employee Experience, HR Communications, Employee Relations, and Labor Cost Strategy to strengthen organizational capability, governance, productivity, and employee trust.

This role requires a highly strategic, business-oriented, and transformation-focused HR leader capable of balancing commercial realities, workforce sustainability, governance, and culture.

Key Responsibilities:

1. Strategic HR & Workforce Planning

Develop and execute enterprise-wide HR and people transformation strategies aligned with organizational goals and business priorities.
Serve as strategic advisor to senior leadership on workforce capability, organizational effectiveness, labor optimization, succession planning, and culture transformation.
Lead workforce planning initiatives, organizational redesign, manpower optimization, and capability-building programs.
Translate business strategy into practical and measurable people initiatives.

2. Labor Cost Strategy & Workforce Efficiency

Lead labor cost management strategies while balancing productivity, employee engagement, retention, and operational sustainability.
Analyze manpower utilization, span of control, organizational layering, workforce productivity, and cost structures.
Partner with Finance and business leaders in managing headcount investments, hiring prioritization, restructuring, and resource optimization.
Drive initiatives related to labor efficiency, workforce rationalization, automation readiness, and organizational productivity improvement.
Establish governance mechanisms for manpower requests, organizational changes, and workforce investments.

3. Organizational Development (OD) & Transformation

Lead organizational development initiatives including org structure reviews, job architecture, competency frameworks, succession planning, and talent reviews.
Drive enterprise change management and transformation programs to support evolving business requirements.
Strengthen leadership capability, accountability culture, and organizational alignment.
Design and institutionalize performance management frameworks and culture-building initiatives.
Assess organizational health and recommend structural or cultural interventions.

4. Learning & Development (L&D)

Develop enterprise learning strategies focused on leadership development, capability building, succession readiness, and future workforce skills.
Oversee learning needs analysis, training governance, curriculum development, and leadership programs.
Ensure alignment between learning initiatives and organizational capability gaps.
Promote a culture of continuous learning, innovation, and internal mobility.

5. Employee Engagement & Experience

Lead enterprise employee engagement and employee experience strategies to strengthen retention, trust, motivation, and organizational culture.
Analyze engagement drivers and identify root causes affecting morale, productivity, and employee sentiment.
Design initiatives that improve employee lifecycle experience from onboarding to career development and retention.
Partner with leaders in strengthening manager capability, communication effectiveness, and employee trust.

6. HR Communications & Change Communication

Lead strategic HR communication initiatives to improve organizational alignment, transparency, and employee understanding of business and people initiatives.
Develop communication frameworks for organizational changes, culture initiatives, engagement programs, and leadership messaging.
Ensure consistency, clarity, and governance in HR communications across the organization.
Support executive communications related to transformation and people strategy.

7. Employee & Labor Relations

Oversee employee relations strategy, workplace governance, disciplinary frameworks, and conflict resolution processes.
Ensure fair, defensible, and legally compliant employee relations practices aligned with labor laws and company policies.
Partner with Legal and business leaders on sensitive employee cases, investigations, and governance matters.
Strengthen workplace culture through credible, fair, and consistent people practices.
Promote proactive issue resolution and psychological safety within the organization.

8. Governance, Analytics & Reporting

Establish HR governance frameworks, people metrics, and executive dashboards to support data-driven decision-making.
Monitor key HR metrics such as attrition, engagement, labor cost, productivity, capability readiness, and organizational health indicators.
Ensure HR programs and decisions are aligned with governance standards, audit readiness, and policy compliance.
Present strategic insights and recommendations to executive leadership.

Qualifications

Bachelor's degree in Human Resources, Psychology, Business Administration, Organizational Development, or related field.
Master's degree or post-graduate studies is an advantage.
Minimum of 10–15 years of progressive HR leadership experience covering multiple HR disciplines.
Strong exposure to Organizational Development, Talent Management, Workforce Planning, Employee Relations, and HR Transformation.
Proven experience partnering with executive leadership and driving enterprise-wide initiatives.
Strong business acumen, strategic thinking, and stakeholder management capability.
Experience in fast-paced, transformation-driven, or matrix organizations is highly preferred.
Strong analytical, governance, communication, and influencing skills.

Strategic HR Head / People Strategy & Transformation Head