Head of HR

Here’s a breakdown of the primary responsibilities:

1. Strategic Workforce Planning and Alignment
   • Develop and implement a people strategy that supports the company’s overall business goals and growth objectives.
   • Work closely with the CEO and executive team to understand and anticipate workforce needs and trends, ensuring that the company attracts and retains top talent.
   • Oversee succession planning, ensuring continuity in key positions and nurturing leadership talent across the organisation.
2. Culture Development and Employee Engagement
   • Foster a positive, inclusive company culture that aligns with the organisation’s values and mission.
   • Drive employee engagement initiatives to enhance motivation, productivity, and retention. This can include everything from employee recognition programs to wellness and work-life balance initiatives.
   • Use data and analytics to assess and improve employee engagement, satisfaction, and performance.
3. Talent Acquisition and Management
   • Lead recruitment strategies to attract diverse, skilled, and culturally aligned talent across all levels of the organisation.
   • Oversee talent management practices, including onboarding, performance management, career development, and succession planning.
   • Establish clear talent pipelines for critical roles, ensuring that the organization has the skills and competencies necessary for future growth.
4. Learning and Development (L&D)
   • Develop and implement L&D programs that address skill gaps, promote continuous learning, and enable employees to reach their potential.
   • Identify leadership development opportunities to cultivate future leaders and equip current leaders with the skills needed to manage effectively in a dynamic environment.
   • Encourage a culture of continuous learning and development, fostering both technical and soft skills.
5. Diversity, Equity, and Inclusion (DE&I)
   • Champion DE&I initiatives, ensuring that the organisation is inclusive, equitable, and reflective of diverse backgrounds and perspectives.
   • Set goals and metrics for diversity and inclusion, and work with various departments to create an environment where all employees feel valued and empowered.
   • Monitor and report on DE&I metrics to measure progress and identify areas for improvement.
6. Compensation and Benefits Management
   • Design competitive compensation structures and benefits packages to attract and retain top talent while ensuring fairness and alignment with market standards.
   • Evaluate compensation policies and practices regularly, making adjustments based on market trends, employee feedback, and organisational goals.
   • Ensure compliance with relevant employment laws and regulations regarding pay, benefits, and labour standards.
7. Change Management and Organisational Development
   • Lead change management initiatives related to organisational restructuring, mergers, or acquisitions to ensure smooth transitions and minimal disruption to employees.
   • Provide expertise in organisational design, helping to create structures that maximise efficiency, collaboration, and performance.
   • Partner with leaders to address resistance to change, facilitate communication, and ensure alignment on strategic changes across the organisation.
8. Compliance and Risk Management
   • Ensure the organisation adheres to all HR-related legal requirements and industry regulations to minimise risk.
   • Oversee employee relations issues, handling grievances, disputes, and disciplinary actions in a fair and compliant manner.
   • Proactively identify potential risks related to employment practices and develop strategies to mitigate them.

• Strategic Thinking: Ability to develop long-term people strategies that align with business objectives.
• Leadership and Influence: Capable of inspiring and leading diverse teams, often without direct authority.
• Communication and Interpersonal Skills: Strong verbal and written communication skills to articulate policies, culture, and changes across the organisation.
• Analytical and Data-Driven: Familiarity with people analytics and HR metrics to make data-informed decisions.

• Change Management Expertise: Knowledgeable in managing and guiding organisational change effectively.
• Experience in DE&I: Demonstrated commitment to and experience with fostering an inclusive and diverse workplace.
• Knowledge of Employment Law: Comprehensive understanding of relevant labour laws and HR compliance requirements.