Regional HR Lead

We are seeking an exceptional HR Manager (Regional) to play a pivotal role in shaping our organisation's human capital strategy and driving business outcomes.

• Strategic Business Partnership & Human Capital Alignment
  • Act as trusted advisor to top executive leadership team on people-related matters, ensuring HR strategies align with business objectives and drive organisational success.
  • Participate actively in business planning, providing data-driven insights on workforce implications for growth, transformation, and market changes to inform strategic decisions.
  • Align actionable HR initiatives and business KPIs to drive revenue growth, innovation, and customer satisfaction.
• Organisational Development & Capability Building
  • Lead diagnostics to assess structure, processes, culture, and capabilities to identify areas for improvement.
  • Design and drive interventions to enhance organisational effectiveness, leadership capability, and high-performance teams.
  • Oversee talent development, succession planning, and continuous learning programs to ensure the right people with the right skills are in the right roles.
• Change Management Leadership
  • Act as executive sponsor for transformation, digitalisation, and change initiatives across the organisation.
  • Develop and execute structured change management plans including stakeholder engagement, communication, and training to foster adaptability and resilience.
  • Build change leadership capabilities throughout the management team to champion a shared vision for organisational transformation.
  • Lead change management efforts by ensuring stakeholder buy-in, addressing concerns, and promoting a culture of continuous learning and improvement.
• Talent Management & Workforce Planning
  • Oversee workforce planning to ensure the right people with the right skills are in the right roles now and in the future.
  • Direct robust talent acquisition, onboarding, and internal mobility programs to support business growth and succession planning.
  • Champion diversity, equity, and inclusion initiatives as core to talent and organisational success.
• Employee Experience, Culture & Engagement
  • Foster engaging, inclusive, and high-integrity workplace culture that supports innovation and continuous improvement.
  • Lead strategies to enhance employee engagement, satisfaction, and well-being through effective communication, recognition, and wellness programs.
  • Oversee resolution of complex employee relations issues, promoting fairness and organisational values.
• Total Rewards
  • Design, benchmark, and manage competitive compensation, benefits, and total rewards frameworks to attract and retain top talent.
  • Lead regular market analysis and internal equity reviews to ensure pay and benefits remain competitive and fair.
  • Oversee development and implementation of innovative rewards programs, including incentive plans, recognition initiatives, and non-monetary benefits.
  • Ensure total rewards offerings are aligned with organisational strategy, compliant with legal requirements, and supportive of employee well-being and engagement.
• Performance Management
  • Oversee design, implementation, and continuous improvement of performance management framework, ensuring it drives a culture of accountability and high performance.
  • Ensure alignment of individual, team, and organisational goals through effective use of objectives, key results (OKRs), KRAs and KPIs.
  • Champion continuous feedback, coaching, and development conversations between managers and employees.
  • Lead periodical performance review process, including calibration sessions, talent reviews, and succession planning.
  • Provide data-driven insights to leadership on performance trends, areas for improvement, and top talent identification.
• Compliance, Risk, and HR Governance
  • Ensure HR practices comply with all relevant labour laws, regulatory requirements, and ethical standards.
  • Lead audits, risk assessments, and timely policy updates to safeguard the organisation.
  • Maintain highest standards of confidentiality, professionalism, and integrity in all HR practices.
• HR Technology & Analytics
  • Drive digital transformation of HR through effective deployment of HRIS and analytics tools.
  • Leverage data to inform people strategy, workforce planning, and executive decision-making.
  • Promote adoption of innovative HR solutions for improved efficiency and employee experience.
• Stakeholder Engagement & Alignment
  • Build and nurture strategic partnerships with key internal stakeholders to ensure HR strategies support and accelerate business objectives.
  • Facilitate regular communication and collaboration between HR and other departments to co-create and implement people initiatives.
  • Engage with external stakeholders to benchmark practices and represent the organisation.
  • Act as voice of employees at leadership table, gathering feedback through surveys, forums, and direct interactions, and translating insights into actionable HR strategies.
  • Align HR programs and communications to ensure consistency, clarity, and transparency across all levels of the organisation.