We are looking for a senior, mature, and highly experienced HR professional to lead the HR agenda for the organization. This is a strategic leadership position for someone who can operate as a trusted advisor to senior management while also ensuring strong execution across talent acquisition, HR operations, employee engagement, and people practices.
The ideal candidate will bring 12–22 years of progressive HR experience, with a strong track record of partnering with business leaders, building high-performing teams, managing complex employee matters, and translating business priorities into effective people strategies.
You will play a key role in shaping the organization’s people agenda, strengthening HR processes, developing talent, and creating an employee-centric culture while maintaining a strong focus on business outcomes.
- Lead and own the overall HR agenda in partnership with senior leadership and business stakeholders.
- Act as a strategic HR Business Partner, providing insights and recommendations on workforce planning, organizational effectiveness, talent, performance, and employee matters.
- Partner with leadership teams to understand business objectives and translate them into actionable HR strategies and initiatives.
- Drive end-to-end Talent Acquisition, including workforce planning, hiring strategy, senior-level recruitment, employer branding, and building a strong talent pipeline.
- Oversee HR Operations, ensuring efficient and scalable processes across employee lifecycle management, policies, documentation, HR systems, compliance, and employee support.
- Develop and strengthen performance management, career development, succession planning, employee engagement, and retention initiatives.
- Provide guidance to managers and leaders on employee relations, performance issues, organizational changes, and people-related decisions.
- Establish and improve HR policies and processes in line with organizational requirements and applicable employment regulations.
- Use HR metrics and people analytics to identify trends, support decision-making, and measure the effectiveness of HR initiatives.
- Work closely with leadership to build a strong organizational culture based on accountability, collaboration, performance, and employee development.
- Lead, mentor, and develop HR team members, creating a high-performing and responsive HR function.
- Contribute to compensation and benefits strategy, including benchmarking, salary structures, incentives, benefits, and employee reward programs.
- HR Business Partnering
- Talent Acquisition
- HR Operations
- Strong understanding of the complete employee lifecycle
- Excellent stakeholder and senior leadership management skills
- Strong employee relations and conflict-resolution capabilities
- Experience developing and implementing HR policies and processes
- Strong leadership, communication, decision-making, and problem-solving abilities
- Ability to balance strategic HR priorities with hands-on execution
- Compensation
- Compensation & Benefits
- Experience with compensation benchmarking and salary structures
- Exposure to performance-linked incentives and reward programs
- HR analytics and workforce planning
- Experience: 12–22 years in Human Resources, with significant experience in HR leadership or senior HRBP roles.
- Bachelor’s or Master’s degree in Human Resources, Business Administration, or a related discipline.
- Experience working closely with senior leadership and managing organization-wide HR initiatives.
- Demonstrated ability to handle sensitive and complex people matters with maturity, discretion, and sound judgment.
We are looking for an HR leader who is mature, dependable, business-oriented, and people-focused. The successful candidate should be comfortable operating at both strategic and execution levels, influencing senior stakeholders, and taking complete ownership of the organization’s HR agenda.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
