Head, People And Culture

DUTIES AND RESPONSIBILITIES.

1. Talent Acquisition & Workforce Planning
Develop and implement talent acquisition and workforce planning strategies that ensure
the organization attracts selects and retains high-performing talent to meet current and
future business needs.
Key Deliverables
Maintain optimal staffing levels across the organization.
Reduce time-to-fill and recruitment costs.
Improve quality of hire.
Build talent pipelines for critical and hard-to-fill positions.

2. Employee Engagement & Culture Enhancement
Drive initiatives that strengthen employee engagement organizational culture employee
experience and employer brand.
Key Deliverables
Improve employee engagement and satisfaction scores.
Foster a positive inclusive and high-performance culture.
Implement employee recognition and wellness initiatives.
Promote organizational values and desired behaviors

3. Employee Retention & Talent Management
Develop and execute talent management and retention strategies that enhance
workforce stability and ensure the availability of talent for critical roles.
Key Deliverables
Reduce voluntary employee turnover.
Increase retention of high-performing employees.
Lead succession planning for key and critical positions.
Support career mobility and talent development initiatives.

4. Performance Management & Organizational Effectiveness
Drive a robust performance management framework that promotes accountability
productivity and continuous improvement.
Key Deliverables
Ensure timely completion of performance reviews.
Improve individual and team performance outcomes.
Align employee objectives with corporate goals.
Drive a culture of performance excellence and accountability.

5. Compensation Benefits & Reward Management
Ensure compensation and benefits programs are competitive equitable and aligned
with organizational objectives.
Key Deliverables
Maintain market competitiveness of remuneration structures.
Improve employee satisfaction with rewards and benefits.
Oversee annual salary review and incentive processes.
Ensure pay equity and reward governance.

6. Employee Relations & Workplace Climate
Promote positive employee relations practices and foster a harmonious working
environment that supports productivity and employee well-being.
Key Deliverables
Effectively manage grievance and disciplinary processes.
Strengthen employer-employee relationships.
Resolve workplace conflicts in a timely manner.
Maintain a positive employee relations climate.

7. Organizational Development & Change Management
Lead organizational development initiatives that improve efficiency effectiveness
workforce alignment and readiness for change.
Key Deliverables
Support organizational restructuring and workforce optimization initiatives.
Drive change management programs.

Review and enhance organizational structures policies and processes.
Improve organizational effectiveness and agility.

8. HR Analytics & Workforce Productivity
Leverage people analytics and workforce insights to support strategic decision-making
and improve organizational performance.
Key Deliverables
Develop and maintain HR dashboards and scorecards.
Monitor workforce productivity and people metrics.
Generate actionable insights for business leaders.
Drive data-informed decision-making across the organization.

9. HR Operations Governance & Compliance
Ensure operational excellence in all HR processes while maintaining compliance with
labour laws regulations and company policies.
Key Deliverables
Maintain HR policy and governance frameworks.
Ensure compliance with statutory and regulatory requirements.
Strengthen HR processes and service delivery standards.
Manage risk and ensure effective HR controls.

10. Strategic HR Business Partnership
Partner with business leaders to deliver people solutions that support organizational
growth business transformation and operational excellence.
Key Deliverables
Translate business strategy into people initiatives.
Support leadership in workforce and talent decisions.
Provide strategic HR advisory services to management.
Drive alignment between people strategy and business goals.

Key Performance Indicators (KPIs)
Employee Engagement Score
Voluntary Employee Turnover Rate
Quality of Hire Index
Time-to-Fill Critical Positions
High-Performer Retention Rate
Performance Review Completion & Goal Achievement Rate
Workforce Productivity Index
Compensation Competitiveness Ratio
Succession Coverage for Critical Roles
HR Compliance & Audit Score

JOB REQUIREMENTS
Education
Bachelors Degree in Human Resources Industrial Relations Psychology Business
Administration or a related discipline.
Masters Degree in Human Resources Business Administration or a related field is
an added advantage.
Professional Qualifications
CIPM SHRM-SCP SHRM-CP HRCI CIPD or equivalent professional certification.

Experience:
Minimum of 10 years progressive HR experience with at least 5 years in a senior HR
leadership role.
Proven experience in talent management employee engagement organizational
development performance management employee relations compensation
management and HR strategy execution.
Strong experience in using people analytics and workforce data to drive business
decisions.

Core Competencies
Strategic HR Management
Talent Acquisition & Workforce Planning
Employee Engagement & Culture Building
Talent Management & Succession Planning
Performance Management
Compensation & Benefits Management
Employee Relations & Conflict Resolution
Organizational Development
Change Management
HR Analytics & Reporting
Business Acumen
Leadership & Stakeholder Management
Communication & Influencing Skills
Problem Solving & Decision Making
Emotional Intelligence.

Employment Type : Full-Time
Experience: years
Vacancy: 1