Head, People and Culture

As Head of People and Culture, you will play a vital role in shaping our client’s future. We seek an exceptional and vibrant leader to drive the people strategy and culture. We are looking for a professional who is committed to staying ahead of the curve, who has thrived in a fast paced environment with a passion for building high-performing teams and driving business results. Requirements:

• Bachelor’s degree in a relevant field.
• At least 10 years of core experience in HR.
• Experience in retail, FMCG, or essential needs industries.
• Relevant HR certifications like SPHRi, SHRM, PHRi, or CIPM.
• Proven track record in strategic HR management.
• Must have successfully managed large teams across multiple locations.
• Sound understanding of labour and employment laws
• Tech-savvy professionals who can leverage tools to drive efficiency.

Job Description: Strategic HR Leadership

• Develop and implement HR strategies aligned with business goals.
• Advise senior management on HR matters and contribute to strategic decision-making

Talent Acquisition and Retention

• Identify the organisation’s needs, create and implement an efficient talent acquisition strategy.
• Oversee recruitment and selection to attract and retain top talent.
• Collaborate with hiring managers to define job requirements and develop effective job descriptions.
• Develop and implement effective onboarding programs.

Talent Management

• Implementing strategies, policies, and programs that align with business objectives and support talent acquisition, retention, and development.
• Manage a highly skilled team to assist with talent development and acquisition.
• Develop effective strategies for identifying talents, skills gaps and implementing succession planning within the workforce.
• Develop and deploy effective workforce planning and resource forecasting models.
• Organise and oversee individual and team development programmes.
• Develop and deliver training and development programs to enhance the skills and capabilities of the workforce, including leadership development programs to identify and develop high-potential employees for future leadership roles.
• Develop and implement employee retention programmes or strategies.

Performance Management

• Oversee the company’s performance management processes and systems.
• Oversee compensation and benefits, ensuring compliance with labor laws and tax obligations.
• Develop and implement HR policies, diversity, equity, and inclusion initiatives, and employee wellbeing programs.

Employee Relations and Engagement

• Manage employee relations, addressing concerns, disputes, and performance issues.
• Foster a positive and inclusive workplace culture promoting employee engagement and satisfaction.
• Develop and implement employee engagement initiatives.
• Serve as a liaison between employees and management.

HR Information Systems (HRIS)

• Implement and manage HRIS to streamline HR processes and ensure accurate record-keeping.
• Generate HR metrics and reports to support data-driven decision-making