HEAD, PEOPLE AND CULTURE

JOB OBJECTIVE(S)
The Head, People & Culture is responsible for driving the organization's people agenda
by developing and implementing strategies that attract, engage, retain, and optimize
talent while fostering a high-performance culture aligned with business objectives. The
role provides leadership in workforce planning, employee engagement, performance
management, talent management, employee relations, compensation governance,
organizational development, and HR analytics to enhance organizational effectiveness
and employee experience.

DUTIES AND RESPONSIBILITIES.

1. Talent Acquisition & Workforce Planning
Develop and implement talent acquisition and workforce planning strategies that ensure
the organization attracts, selects, and retains high-performing talent to meet current and
future business needs.
Key Deliverables
• Maintain optimal staffing levels across the organization.
• Reduce time-to-fill and recruitment costs.
• Improve quality of hire.
• Build talent pipelines for critical and hard-to-fill positions.

2. Employee Engagement & Culture Enhancement
Drive initiatives that strengthen employee engagement, organizational culture, employee
experience, and employer brand.
Key Deliverables
• Improve employee engagement and satisfaction scores.
• Foster a positive, inclusive, and high-performance culture.
• Implement employee recognition and wellness initiatives.
• Promote organizational values and desired behaviors

3. Employee Retention & Talent Management
Develop and execute talent management and retention strategies that enhance
workforce stability and ensure the availability of talent for critical roles.
Key Deliverables
• Reduce voluntary employee turnover.
• Increase retention of high-performing employees.
• Lead succession planning for key and critical positions.
• Support career mobility and talent development initiatives.

4. Performance Management & Organizational Effectiveness
Drive a robust performance management framework that promotes accountability,
productivity, and continuous improvement.
Key Deliverables
• Ensure timely completion of performance reviews.
• Improve individual and team performance outcomes.
• Align employee objectives with corporate goals.
• Drive a culture of performance excellence and accountability.

5. Compensation, Benefits & Reward Management
Ensure compensation and benefits programs are competitive, equitable, and aligned
with organizational objectives.
Key Deliverables
• Maintain market competitiveness of remuneration structures.
• Improve employee satisfaction with rewards and benefits.
• Oversee annual salary review and incentive processes.
• Ensure pay equity and reward governance.

6. Employee Relations & Workplace Climate
Promote positive employee relations practices and foster a harmonious working
environment that supports productivity and employee well-being.
Key Deliverables
• Effectively manage grievance and disciplinary processes.
• Strengthen employer-employee relationships.
• Resolve workplace conflicts in a timely manner.
• Maintain a positive employee relations climate.

7. Organizational Development & Change Management
Lead organizational development initiatives that improve efficiency, effectiveness,
workforce alignment, and readiness for change.
Key Deliverables
• Support organizational restructuring and workforce optimization initiatives.
• Drive change management programs.

• Review and enhance organizational structures, policies, and processes.
• Improve organizational effectiveness and agility.

8. HR Analytics & Workforce Productivity
Leverage people analytics and workforce insights to support strategic decision-making
and improve organizational performance.
Key Deliverables
• Develop and maintain HR dashboards and scorecards.
• Monitor workforce productivity and people metrics.
• Generate actionable insights for business leaders.
• Drive data-informed decision-making across the organization.

9. HR Operations, Governance & Compliance
Ensure operational excellence in all HR processes while maintaining compliance with
labour laws, regulations, and company policies.
Key Deliverables
• Maintain HR policy and governance frameworks.
• Ensure compliance with statutory and regulatory requirements.
• Strengthen HR processes and service delivery standards.
• Manage risk and ensure effective HR controls.

10. Strategic HR Business Partnership
Partner with business leaders to deliver people solutions that support organizational
growth, business transformation, and operational excellence.
Key Deliverables
• Translate business strategy into people initiatives.
• Support leadership in workforce and talent decisions.
• Provide strategic HR advisory services to management.
• Drive alignment between people strategy and business goals.

Requirements

Key Performance Indicators (KPIs)
• Employee Engagement Score
• Voluntary Employee Turnover Rate
• Quality of Hire Index
• Time-to-Fill Critical Positions
• High-Performer Retention Rate
• Performance Review Completion & Goal Achievement Rate
• Workforce Productivity Index
• Compensation Competitiveness Ratio
• Succession Coverage for Critical Roles
• HR Compliance & Audit Score

JOB REQUIREMENTS
Education
• Bachelor's Degree in Human Resources, Industrial Relations, Psychology, Business
Administration, or a related discipline.
• Master's Degree in Human Resources, Business Administration, or a related field is
an added advantage.
Professional Qualifications
• CIPM, SHRM-SCP, SHRM-CP, HRCI, CIPD, or equivalent professional certification.

Experience:
• Minimum of 10 years' progressive HR experience, with at least 5 years in a senior HR
leadership role.
• Proven experience in talent management, employee engagement, organizational
development, performance management, employee relations, compensation
management, and HR strategy execution.
• Strong experience in using people analytics and workforce data to drive business
decisions.

Core Competencies
• Strategic HR Management
• Talent Acquisition & Workforce Planning
• Employee Engagement & Culture Building
• Talent Management & Succession Planning
• Performance Management
• Compensation & Benefits Management
• Employee Relations & Conflict Resolution
• Organizational Development
• Change Management
• HR Analytics & Reporting
• Business Acumen
• Leadership & Stakeholder Management
• Communication & Influencing Skills
• Problem Solving & Decision Making
• Emotional Intelligence.