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.
