Lead the overall people strategy for the organisation, aligning talent, culture, organisation capability and employee experience with business growth. The role will partner closely with the CEO and business leadership to build a high-performing, customer-centric organisation capable of scaling across markets and formats.
Key Responsibilities
HR Strategy & Business Partnership
- Develop and execute the HR strategy aligned with the company's growth and business priorities.
- Partner with the CEO and leadership team on organisation design, workforce strategy and people-related business decisions.
- Translate business plans into talent, capability and manpower requirements.
- Build HR as a strategic business function rather than an administrative support function.
Talent Acquisition & Leadership Hiring
- Lead talent acquisition team across corporate, retail operations and specialist functions.
- Build leadership pipelines for critical and future roles.
- Drive succession planning and talent mapping for key positions.
- Strengthen employer branding and the overall talent proposition.
Performance & Talent Management
- Own the performance management and talent review process.
- Establish differentiated performance and career progression frameworks.
- Identify high-potential talent and create development pathways.
- Drive succession planning for critical leadership positions.
Learning & Organisation Capability
- Identify current and future capability requirements.
- Build leadership development and functional capability programmes.
- Develop career architecture and internal mobility initiatives.
- Strengthen the organisation's leadership pipeline.
Compensation & Benefits
- Develop compensation philosophy and structures aligned with the market.
- Lead annual compensation reviews, incentives and sales/store performance-linked rewards.
- Undertake compensation benchmarking and ensure internal and external equity.
7. Culture & Employee Experience
- Shape organisational culture in line with the company's values and growth ambitions.
- Strengthen employee engagement and communication.
- Build a consistent employee experience across corporate and frontline teams.
- Lead initiatives around retention, recognition and employee wellbeing.
8. HR Operations, Compliance & Governance
- Ensure robust HR processes, policies and systems across the organisation.
- Oversee statutory compliance and employment-related governance.
- Drive HR technology, analytics and process digitisation.
- Establish HR dashboards and people metrics for leadership decision-making.
Ideal Profile
- 15-20+ years of progressive HR experience, preferably with significant exposure to retail, consumer, hospitality or other high-volume customer-facing businesses.
- Experience managing large, distributed and frontline workforces.
- Strong exposure to organisation development, talent management, leadership hiring and succession planning.
- Proven experience partnering with CEO/Business Heads.
- Robust commercial orientation and understanding of retail economics.
- Ability to operate strategically while remaining close to execution.