Country Head - Human Resource (12-15 yrs)

Country Head - Human Resource

Job Description:

1. HR Strategy and Alignment with Business Goals:

- Develop and implement the HR strategy for the country in alignment with the company's global HR policies and business objectives.

- Collaborate with senior leadership to ensure HR initiatives support the company's growth, expansion, and market positioning.

- Adapt global HR practices to local needs, considering legal, cultural, and organizational differences.

2. Talent Acquisition and Workforce Planning:

- Lead the talent acquisition strategy, ensuring the company attracts and hires top talent in alignment with business needs.

- Oversee recruitment, onboarding, and talent pipelines, ensuring the right mix of skills and experience is available.

- Collaborate with business leaders to create workforce planning strategies, identifying current and future talent gaps.

- Drive diversity and inclusion initiatives in the recruitment process to build a balanced workforce.

3. Employee Engagement and Retention:

- Foster a positive company culture by promoting engagement initiatives that enhance employee satisfaction and productivity.

- Develop programs to recognize and reward high performance and ensure that employees feel valued.

- Monitor and analyze employee turnover and implement retention strategies to reduce attrition.

- Conduct employee surveys and feedback mechanisms to assess morale and identify areas for improvement.

4. Learning and Development:

- Lead the learning and development (L&D) strategy to ensure that employees have access to continuous growth opportunities.

- Identify skill gaps and create training programs to upskill employees at all levels.

- Establish leadership development initiatives, ensuring that there's a strong pipeline of future leaders within the organization.

- Promote a culture of continuous learning and encourage employees to pursue professional development.

5. Performance Management and Succession Planning:

- Oversee the performance management system, ensuring it aligns with organizational goals and encourages accountability.

- Ensure the implementation of effective performance appraisals and feedback systems.

- Drive succession planning processes to ensure that critical roles have a pipeline of qualified candidates.

- Work with senior leadership to identify high-potential employees and develop tailored career growth plans.

6. Compensation and Benefits Management:

- Ensure the company offers competitive compensation packages that attract and retain top talent, while maintaining internal equity.

- Oversee the administration of employee benefits, including health insurance, retirement plans, and other perks.

- Conduct regular market benchmarking to ensure compensation structures remain competitive.

- Collaborate with global HR teams to align total rewards strategies with both local needs and global practices.

7. Employee Relations and Conflict Resolution:

- Foster a positive and collaborative employee relations environment to prevent conflicts and enhance productivity.

- Ensure compliance with local labor laws and regulations, providing guidance on legal matters related to employment.

- Lead conflict resolution efforts and manage employee grievances effectively, striving to resolve issues in a fair and timely manner.

- Act as a trusted advisor to managers and employees regarding workplace issues and interpersonal challenges.

8. Compliance and Legal Risk Management:

- Ensure compliance with local labor laws, regulations, and industry standards, including health and safety requirements.

- Oversee HR audits to ensure that company practices meet local, regional, and international standards.

- Manage legal risks related to employment, including contracts, disputes, and other HR-related legal matters.

- Work with legal advisors to manage any employment litigation or issues regarding terminations, severance, etc.

9. HR Technology and Systems:

- Oversee the implementation and optimization of HR technology systems (HRMS, HRIS) to streamline HR processes and improve data management.

- Leverage data analytics to improve HR decision-making, identify trends, and track key HR metrics (e.g., turnover rates, time-to-hire).

- Drive the adoption of digital tools for performance management, employee engagement, and learning & development.

- Ensure secure handling of employee data and compliance with data privacy laws.

10. Leadership and Team Development:

- Lead the HR team within the country, including recruiting, training, and developing HR professionals.

- Ensure the HR team has the right skills and resources to support the organization's HR needs and deliver on key objectives.

- Encourage a culture of collaboration, transparency, and mutual respect within the HR team and across the company.

- Develop a robust succession plan for HR leadership roles to ensure continuity.

11. Cultural Integration and Change Management:

- Champion change management initiatives during periods of organizational change, mergers, acquisitions, or restructuring.

- Foster an environment where organizational culture is aligned with the company's values and mission.

- Promote cross-cultural understanding, especially in organizations with diverse workforces across regions.

- Ensure smooth onboarding of new employees, integrating them into the company culture and values.

12. Strategic Partnerships and Stakeholder Management:

- Build strong relationships with senior leadership and key stakeholders to ensure HR strategies are integrated with overall business goals.

- Act as a strategic partner to business leaders, providing insights and guidance on HR-related matters to drive organizational success.

- Influence and advise business decisions related to staffing, restructuring, and organizational design.

- Work with global HR teams to ensure alignment of HR initiatives with regional and global strategies.

13. Corporate Social Responsibility (CSR) and Employer Branding:

- Lead the company's efforts in corporate social responsibility (CSR), ensuring HR programs align with the organization's values and community goals.

- Enhance the company's employer brand, making it an attractive place to work and showcasing the organization's commitment to diversity, equity, and inclusion.

- Promote the company's reputation as a great place to work, both internally and externally.