Strategic HR Manager (Group Level)
Reports to: Group Chief Human Resources Officer (CHRO) or Group CEO
Department: Group Human Resources
About the Group
[Insert a brief, compelling description of the holding company or conglomerate. Mention the diversity of business units, geographical spread, number of employees, and core strategic vision. Emphasize complexity and scale.]
*Example: "Our Group is a diversified global leader with operations in over 20 countries across three continents. We own a portfolio of market-leading brands in the manufacturing, technology, and services sectors, employing over 10,000 people worldwide. Our strategy is driven by integration, innovation, and sustainable growth."*
Position Overview
We are seeking a highly strategic and impactful HR Manager to operate at the Group level. This is not a transactional HR role; it is a key strategic position designed to shape and execute the people agenda across our entire portfolio. You will act as a trusted advisor to group leadership and a strategic partner to HR teams within our operating companies (OpCos). Your primary mission is to ensure our human capital strategy is fully aligned with and accelerates the Group’s long-term business objectives.
Key Responsibilities
1. Group-Wide HR Strategy & Governance:
- Develop, implement, and own the Group’s multi-year HR strategy, focusing on talent, leadership, performance, and culture.
- Design and implement group-level HR policies, standards, and frameworks to ensure consistency, compliance, and best practice across all business units.
- Monitor and report on key group-wide HR metrics and KPIs to the Executive Committee and Board.
2. Strategic Business Partnering:
- Serve as the primary HR strategic partner to the Group’s senior leadership team (outside of the CHRO).
- Consult with and challenge business unit CEOs and MDs on organizational design, succession planning, and senior talent management.
- Facilitate cross-business unit collaboration and talent mobility.
3. Talent & Leadership Development:
- Architect and oversee the Group’s high-potential and succession planning programs, identifying and developing future leaders.
- Design and deliver group-wide leadership development initiatives.
- Create frameworks for critical talent acquisition, retention, and mobility strategies.
4. Performance & Reward Architecture:
- Design group-wide performance management systems that drive a high-performance culture.
- Develop strategic compensation & benefits frameworks, including executive compensation, incentive schemes, and equity-based plans, ensuring alignment with Group goals.
- Conduct benchmarking and ensure competitiveness and internal equity.
5. Organizational Development & Change Management:
- Lead complex, group-wide change initiatives (e.g., M&A integration, major restructuring, cultural transformation).
- Diagnose organizational health and design interventions to improve effectiveness, engagement, and collaboration across the Group.
- Foster and define the Group’s core values and desired culture.
6. HR Functional Leadership:
- Provide expert guidance, support, and mentorship to HR Directors within the operating companies.
- Drive the adoption of HR technology and analytics at the Group level to enable data-driven decision-making.
- Manage relationships with external consultants and vendors for group-wide HR projects.
Qualifications & Experience
Essential:
- Master’s degree in Human Resources, Business Administration, or a related field.
- Minimum of 10+ years of progressive HR experience, with at least 5 years in a strategic, group-level, corporate-level, or senior business partner role in a multi-business unit or international organization.
- Proven track record of developing and executing successful HR strategies that delivered tangible business results.
- Deep expertise in talent management, leadership development, organizational design, and change management.
- Strong financial and business acumen, with the ability to interpret financial statements and understand market dynamics.
- Excellent stakeholder management and influencing skills at the C-suite level.
- Experience with HRIS and advanced HR analytics.
Highly Desirable:
- Professional HR certification (e.g., CIPD, SHRM-SCP, SPHR).
- Experience in a conglomerate, private equity-backed, or highly diversified group.
- International work experience and sensitivity to cross-cultural dynamics.
- Project management certification (e.g., PRINCE2, PMP).
