Job Description: HR Director
Job Summary
The HR Director will provide strategic leadership and direction for the organization's Human Resources function, ensuring that people strategies are aligned with business objectives. The role will lead talent acquisition, organizational development, performance management, compensation and benefits, employee engagement, succession planning, HR operations, and employee relations.
The HR Director will act as a strategic business partner to the executive leadership team, building a high-performance culture, strengthening leadership capability, ensuring compliance, and developing an effective and future-ready workforce.
Key Responsibilities
1. HR Strategy & Leadership
- Develop and execute the organization's overall HR strategy in alignment with business goals and long-term growth plans.
- Partner with the CEO, executive leadership, and business heads on strategic people-related matters.
- Develop HR policies, systems, processes, and frameworks to support organizational effectiveness.
- Lead HR transformation and continuous improvement initiatives.
- Establish HR KPIs and monitor the effectiveness of HR programs and services.
- Provide strategic advice to management on workforce and organizational matters.
2. Talent Acquisition & Workforce Planning
- Develop and implement effective talent acquisition and workforce planning strategies.
- Oversee recruitment for critical, managerial, and senior leadership positions.
- Establish talent pipelines and succession plans for key roles.
- Ensure appropriate manpower levels and optimize workforce costs.
- Strengthen employer branding and employee value proposition.
- Improve recruitment quality, candidate experience, and time-to-hire.
3. Organizational Development
- Lead organizational development initiatives to improve productivity, effectiveness, and organizational capability.
- Review organizational structures and recommend improvements based on business requirements.
- Drive change management initiatives during organizational growth, restructuring, mergers, or transformation.
- Develop leadership and management capability across the organization.
- Promote a culture of accountability, collaboration, innovation, and continuous improvement.
4. Performance Management
- Design and oversee the organization's performance management framework.
- Establish effective KRA/KPI-setting and appraisal processes.
- Drive performance-oriented culture and accountability.
- Oversee annual performance reviews, promotions, increments, and performance improvement plans.
- Identify high-potential employees and develop appropriate career paths.
5. Learning & Development
- Develop and implement the organization's Learning & Development strategy.
- Conduct training needs assessments and establish annual training plans.
- Develop leadership, managerial, technical, and behavioral development programs.
- Promote succession planning and career development.
- Measure training effectiveness and business impact.
6. Compensation & Benefits
- Develop and periodically review compensation and benefits structures.
- Ensure competitive, equitable, and performance-oriented compensation practices.
- Lead annual salary reviews, incentive programs, promotions, and bonus processes.
- Conduct salary benchmarking and market analysis.
- Monitor payroll and employee-related costs.
- Recommend appropriate compensation strategies to attract and retain talent.
7. Employee Engagement & Relations
- Develop initiatives to improve employee engagement, retention, and workplace culture.
- Establish effective employee communication and feedback mechanisms.
- Oversee grievance handling and complex employee relations matters.
- Guide management on disciplinary procedures and employee-related issues.
- Promote a positive, inclusive, respectful, and ethical work environment.
- Monitor employee engagement trends and implement corrective actions.
8. HR Operations & Compliance
- Ensure effective delivery of core HR operations, including employee records, onboarding, transfers, promotions, exits, attendance, leave, and payroll coordination.
- Ensure compliance with applicable employment and labour laws.
- Establish appropriate HR governance and internal controls.
- Coordinate HR audits and statutory requirements.
- Maintain confidentiality and integrity of employee information.
- Implement and optimize HRMS and HR technology solutions.
9. Succession & Talent Management
- Establish a comprehensive talent management and succession planning framework.
- Identify critical positions and potential successors.
- Develop high-potential and high-performing employees.
- Create career development and internal mobility opportunities.
- Ensure leadership continuity and organizational readiness.
10. HR Analytics & Management Reporting
- Develop HR dashboards and management reports covering:
- Headcount and manpower costs
- Attrition and retention
- Recruitment
- Absenteeism
- Performance
- Training and development
- Compensation
- Employee engagement
- Use HR analytics to identify trends, risks, and opportunities.
- Present strategic HR insights and recommendations to senior management.
11. HR Budget & Cost Management
- Prepare and manage the annual HR budget.
- Monitor manpower costs, recruitment expenditure, training costs, employee benefits, and other HR-related expenses.
- Identify opportunities for cost optimization while maintaining employee experience and organizational effectiveness.
- Ensure HR initiatives deliver measurable business value.
12. HR Team Leadership
- Lead, mentor, and develop the HR team.
- Establish clear roles, responsibilities, KPIs, and performance expectations.
- Build a strong HR business-partnering capability.
- Develop HR team members through coaching, training, and succession planning.
- Ensure professional and responsive HR service delivery across the organization.
Required Qualifications
- Bachelor's degree in Human Resources, Business Administration, Management, or a related discipline.
- MBA/Master's degree in Human Resources or a related field is preferred.
- 15+ years of progressive HR experience, including significant experience in senior HR leadership roles.
- Proven experience in developing and implementing HR strategies.
- Strong experience in talent management, organizational development, compensation, performance management, and employee relations.
- Experience working with senior executives and business leadership teams.
- Strong knowledge of applicable labour and employment regulations.
- Experience with HRMS and HR analytics is preferred.
Key Skills & Competencies
- Strategic HR leadership
- Business partnering
- Talent and succession management
- Organizational development
- Leadership development
- Compensation & benefits
- Performance management
- Employee engagement
- Employee relations
- Change management
- HR analytics
- Labour law and compliance
- Workforce planning
- Budget and cost management
- Negotiation and conflict resolution
- Strong communication and influencing skills
- High integrity and confidentiality
- Commercial and business acumen
Key Performance Indicators (KPIs)
- Achievement of HR strategic objectives
- Employee retention and reduction in unwanted attrition
- Quality and effectiveness of talent acquisition
- Leadership and succession pipeline strength
- Employee engagement and satisfaction
- Manpower productivity and cost optimization
- Performance management effectiveness
- Training and leadership development outcomes
- HR compliance and governance
- HR service delivery effectiveness
- Employee relations and grievance resolution
- HR process digitization and improvement
- Effectiveness and capability of the HR team
