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).

Strategic HR Manager (Group Level) jobs

Strategic HR Manager (Group Level)