Regional People Development Director

Job Title: Regional People Development Director

We are seeking a seasoned Regional People Development Director to spearhead our HR initiatives and drive business success through strategic people management.

• The ideal candidate will serve as a trusted advisor to senior leadership, providing expert guidance on all people-related matters.
• They will participate in business planning, offering data-driven insights on workforce implications for growth, transformation, and market changes.
• By aligning actionable HR initiatives with business KPIs, the Regional People Development Director will drive organisational outcomes such as revenue, innovation, and customer satisfaction.
• Key responsibilities include leading organisation-wide diagnostics to assess structure, processes, culture, and capabilities, as well as designing and driving interventions to enhance organisational effectiveness, leadership capability, and high-performance teams.
• The Regional People Development Director will oversee the implementation of talent development, succession planning, and continuous learning programs, ensuring the right people with the right skills are in the right roles, now and in the future.
• Additionally, they will act as executive sponsor for transformation, digitalisation, and change initiatives across the organisation, championing a shared vision for organisational transformation.
• Other key responsibilities include overseeing workforce planning, directing robust talent acquisition, onboarding, and internal mobility programs, and promoting diversity, equity, and inclusion (DEI) initiatives as core to talent and organisational success.
• The Regional People Development Director will foster an engaging, inclusive, and high-integrity workplace culture that supports innovation and continuous improvement, while leading strategies to enhance employee engagement, satisfaction, and well-being through effective communication, recognition, and wellness programs.
• Furthermore, they will oversee resolution of complex employee relations issues, promoting fairness and organisational values, and design, benchmark, and manage competitive compensation, benefits, and total rewards frameworks to attract and retain top talent.
• Other responsibilities include leading regular market analysis and internal equity reviews to ensure pay and benefits remain competitive and fair, as well as overseeing the development and implementation of innovative rewards programs, including incentive plans, recognition initiatives, and non-monetary benefits.
• The Regional People Development Director will ensure total rewards offerings are aligned with organisational strategy, compliant with legal requirements, and supportive of employee well-being and engagement.
• Finally, they will structure compensation and benefits strategies clearly and transparently across the organisation, oversee the design, implementation, and continuous improvement of the performance management framework, and provide data-driven insights to leadership on performance trends, areas for improvement, and top talent identification.
• The Regional People Development Director will also 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, and maintain the highest standards of confidentiality, professionalism, and integrity in all HR practices.
• By driving digital transformation of HR through effective deployment of HRIS and analytics tools, the Regional People Development Director will leverage data to inform people strategy, workforce planning, and executive decision-making, promote the adoption of innovative HR solutions for improved efficiency and employee experience, 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, and act as the voice of employees at the leadership table, gathering feedback through surveys, forums, and direct interactions, and translating insights into actionable HR strategies.