Business Priorities: These priorities align HR efforts with the broader organizational strategy, enabling sustainable business outcomes.
Strategic Workforce Planning & Organizational Design
Translate business strategy into actionable people moves.
Lead workforce planning and budgeting to optimize productivity.
Design and implement organizational structures that support strategic goals and close process gaps.
Drive people related Idea savings and Effort Hours reduction as per Lean Management Systems. Proactively partner with business to maintain headcount and Staff/Contract Labour Costs within budget. Achieve the targeted effort hours, head count and savings targets agreed at the beginning of the year.
Talent Strategy & Succession Planning
Develop and execute a forward-looking talent roadmap.
Conduct talent reviews, competency assessments, and succession planning.
Ensure timely, strategic hiring and build a diverse, future-ready talent pipeline.
Change Leadership & Transformation
Lead complex change initiatives (e.g., M&A;, restructuring,



recent org integration).
Drive transformation programs that align with business evolution.
Support leaders and teams through change with structured interventions.
Culture & Engagement
Champion ASPIRE tenets and LEAN principles.
Role model and embed desired behaviours across the organization.
Design and implement engagement strategies to shape a high-performance culture.
Drive Autonomous Way of working culture on the shopfloor and connect with the performance management systems.
Drive the Speak-up culture and Quality transformation agenda across site.
Stakeholder Engagement & External Relations
Partner with business leaders to align HR with strategic needs.
Manage employee relations and proactively address grievances.
In close partnership with the legal team, represent the organization in external forums and ensure compliance with labour laws.

Functional Priorities: These are core

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