Head of Human Resources / HR Director

1. Position Purpose

The Head of Human Resources is responsible for developing and executing the company's overall HR strategy and people management agenda in alignment with business objectives.

The HRD leads recruitment, workforce planning, organizational development, performance management, compensation and benefits, employee engagement, talent development, succession planning, HR policies and employee relations.

The position serves as a strategic partner to senior management and ensures that the company has the right people, capabilities, structure and culture required to achieve its business objectives.

A. HR Strategy & Workforce Planning

• Develop and implement the company's HR strategy.
• Align HR objectives with the company's business strategy.
• Develop annual manpower and workforce plans.
• Forecast future staffing requirements.
• Develop organizational structures and reporting lines.
• Review organizational effectiveness and identify opportunities for improvement.
• Develop and manage the annual HR budget.
• Provide management with regular HR reports and workforce analytics.

B. Recruitment & Talent Acquisition

• Develop and implement recruitment strategy.
• Lead recruitment for managerial, specialist and critical positions.
• Establish structured recruitment and selection procedures.
• Develop competency-based interview processes.
• Build talent pipelines and candidate databases.
• Develop relationships with universities, recruitment agencies and professional organizations.
• Ensure effective onboarding and employee integration.
• Monitor recruitment costs, time-to-hire and quality of hire.

C. Performance Management

• Develop and implement the company's performance management system.
• Establish KPIs and performance objectives for employees.
• Coordinate annual and periodic performance reviews.
• Support managers in setting measurable objectives.
• Identify underperformance and develop improvement plans.
• Link performance results to career development, promotion and rewards.
• Develop management and leadership performance standards.

D. Compensation & Benefits

• Develop and maintain salary structures and grading systems.
• Conduct market salary benchmarking.
• Develop compensation and incentive policies.
• Coordinate annual salary reviews.
• Develop bonus and performance-based incentive programs.
• Ensure internal salary equity.
• Review employee benefits and welfare programs.
• Monitor personnel costs against budget.

E. Learning & Development

• Develop the annual training and development plan.
• Conduct organizational training needs analysis.
• Establish competency frameworks.
• Develop leadership and management development programs.
• Support technical and professional development.
• Establish individual development plans for key employees.
• Measure training effectiveness.
• Develop career development opportunities.

F. Talent Management & Succession Planning

• Identify high-potential employees.
• Establish talent management programs.
• Develop career paths for key positions.
• Create succession plans for critical roles.
• Develop internal promotion and mobility programs.
• Reduce dependency on external recruitment for key management positions.
• Establish leadership development and succession pipelines.

G. Employee Relations & Engagement

• Build a positive and professional working environment.
• Develop employee engagement programs.
• Manage employee grievances and workplace conflicts.
• Establish employee feedback mechanisms.
• Support managers in resolving employee-related issues.
• Implement disciplinary procedures in accordance with company policies and applicable legislation.
• Promote teamwork, accountability and ethical behavior.
• Monitor employee satisfaction and engagement.

H. HR Policies & Compliance

• Develop and maintain HR policies, procedures and regulations.
• Ensure compliance with applicable labor legislation.
• Maintain proper employee documentation.
• Establish clear procedures for recruitment, promotion, transfer, leave and termination.
• Ensure confidentiality of employee information.
• Review HR practices regularly and recommend improvements.
• Work with Legal and management on employment-related matters.

I. HR Digitalization & Analytics

• Implement and improve HR information systems.
• Digitalize HR processes and employee records.
• Develop HR dashboards and management reports.
• Monitor HR metrics and trends.
• Use data to support management decisions.
• Improve HR process efficiency through automation and technology.

Education

• Bachelor's degree in:
  • Human Resources
  • Business Administration
  • Management
  • Psychology
  • Economics
  • Law
  • or a related discipline.

Preferred: Master's degree in HR, Business Administration, Management or a related field.

Professional Certification

Preferred certifications include:

• SHRM-SCP / SHRM-CP
• CIPD
• HRCI
• Other internationally recognized HR qualifications.

• 8–10 years of professional HR experience.
• Minimum 4–5 years in a senior HR management position.
• Experience managing HR teams.
• Strong experience in recruitment and talent management.
• Experience implementing performance management systems.
• Experience with compensation and benefits.
• Experience in organizational development and workforce planning.
• Experience handling employee relations and labor matters.
• Experience working directly with senior management.

Experience in a manufacturing, pharmaceutical, FMCG or other structured organization is preferred.

• Microsoft Office
• Excel – advanced level
• HRIS / ERP systems
• HR analytics and reporting tools
• Digital recruitment platforms

The HRD has authority to:

• Recommend recruitment, promotion and termination decisions.
• Approve HR processes within delegated authority.
• Recommend compensation adjustments.
• Initiate performance improvement processes.
• Require departments to follow approved HR policies.
• Recommend organizational restructuring.
• Approve HR operational activities within the approved budget.
• Escalate significant employee, organizational and compliance risks to senior management.

During the first 12 months, the HRD should focus on:

1. Organization & Structure – review organizational structure and manpower requirements.
2. Recruitment – fill critical vacancies and establish a professional recruitment process.
3. Performance Management – implement company-wide KPI and appraisal systems.
4. Compensation – establish competitive salary grades and incentive mechanisms.
5. Training – create a structured annual training and development system.
6. Talent Management – identify high-potential employees and critical talent.
7. Succession Planning – establish successors for key positions.
8. Employee Engagement – improve communication, motivation and retention.
9. HR Digitalization – improve HRIS and HR reporting.
10. HR Governance – establish clear HR policies, procedures and controls.

The successful HRD will be a strategic business partner, not only an HR administrator.

The person should be capable of:

Building the organization → Hiring the right people → Developing talent → Improving performance → Retaining key employees → Building future leaders → Supporting business growth.

The HRD should demonstrate a strong balance between business understanding, people leadership, HR expertise, data-driven decision-making and organizational culture development.