We are a growing group of companies with a diverse workforce. We have successfully scaled our operations, and now we are looking to scale our people strategy.
Industry - Heavy Engineering/ Manufacturing/ Seating/ Automotive
About the Role
We are seeking a high-level strategic partner to not only manage our HR operations but to function as the architect of our company culture. The ideal candidate is a builder—someone passionate about upskilling talent, bridging skill gaps, and creating a unified, high-performance culture across our group entities.
Responsibilities
- 1. Strategic Leadership & Culture Building
- Define the DNA: Articulate, formalize, and embed core company values across the entire group to create a unified identity.
- Change Management: Lead the organization through growth phases, ensuring employee morale and engagement remain high during expansion.
- Organizational Design: Assess current team structures and propose improvements for efficiency, communication, and scalability.
- Advisory: Act as a trusted advisor to the directors on all people-related matters.
- 2. Learning & Development (L&D;) and Upskilling
- Skills Gap Analysis: Conduct regular assessments to identify current and future skills required for the business to succeed.
- Training Infrastructure: Design and implement comprehensive training programs (technical, soft skills, and leadership development).
- Career Pathing: Create clear progression paths for employees to ensure retention and internal mobility.
- Mentorship Programs: Establish internal mentorship frameworks to facilitate knowledge transfer between senior and junior staff.
- 3. Talent Management & Acquisition
- Employer Branding: Position the group as an employer of choice to attract top-tier talent.
- Strategic Hiring:
Oversee recruitment for key leadership positions and standardize hiring processes to ensure "culture add" rather than just "culture fit."
- Performance Management: Transition from standard annual reviews to a continuous performance management system (OKRs/KPIs) that aligns individual goals with business objectives.
- 4. HR Operations & Compliance
- Policy Harmonization: Review and unify HR policies, handbooks, and benefits packages across the group of companies.
- Compliance: Ensure all group entities are fully compliant with local labor laws and safety regulations.
- Compensation & Benefits: Benchmark salaries and perks to ensure competitiveness in the market.
Experience
- 8+ years of progressive HR experience, with at least 3 years in a leadership role.
- Crucial: Proven experience in Organizational Development (OD) or establishing Learning & Development (L&D;) departments from scratch.
- Experience supporting a workforce of 100-300+ employees (scaling experience is preferred).
Required Skills
- Skills & Competencies
- Strategic & Hands-on: Willing to set the high-level strategy but also "roll up sleeves" to build training decks or handle employee relations when necessary.
- EQ & Influence: High emotional intelligence with the ability to influence stakeholders at the C-Level and connect with junior employees.
- Tech Savvy: Proficient with modern HRIS (Human Resources Information Systems) and LMS (Learning Management Systems).
Preferred Skills
- Experience in Organizational Development (OD) or establishing Learning & Development (L&D;) departments from scratch (highlighted as crucial in the profile).
Qualifications
- Bachelor’s degree in HR, Business, or Psychology.
- Master’s degree or MBA is a plus.
- Relevant certifications (SHRM-SCP, SPHR, or CPTD/L&D; certifications) are highly desirable.