Job Description

Summary The Head of People (HR) is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation. The Head of People (HR) provides strategic leadership by articulating HR needs and plans to the executive management team, shareholders, and the board of directors. : Collaborates with Senior Leadership to understand the organization\'s goals and strategy related to staffing, recruiting, and retention. Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization\'s human resource compliance and strategy needs. Creating and implementing talent acquisition strategies for leadership, mid-career, and graduate hiring. Designing and driving the adoption of consistent recruiting, interviewing, and hiring practices that support a strong candidate experience. Identifying and partnering with external providers as required to ensure hiring needs are met. Defining and driving the team to meet and exceed hiring benchmarks relating to time to fill, cost per hire, diversity hiring, and hiring manager and candidate satisfaction. Defining and leading projects focused on continuous improvement. Monitors and ensures the organization\'s compliance with local employment laws and regulations and recommended best practices. Facilitates professional development, training, and certification activities for employees. To understand and comply ISO knowledge and comply to all ISO requirements and SOP. Maintain a cohesive working environment for all employees. Provide reports on all areas of HR, Payroll and Learning and Development, including the application of Employment Law, HR policy, best practice, and workforce development. Advise and strategize on the development of effective employment policies across the company. Provide professional leadership, support, and development to HR staff, to increase knowledge, share best practice and to ensure that relevant professional standards are met. Ensure that the company complies with current regulations, accepted professional standards, policies and procedures and legislation. Manage the execution of the HR Strategy and core areas of the HR department including Recruitment, Employee Relations, Workforce Administration, Employee Engagement, Payroll, Reward and Recognition, as well as maintaining and improving HR systems and management of the HR budget. Drive the continuous improvement agenda with focus on engagement & welfare activities, maximising productivity, devolving HR responsibilities to line managers and building leadership capability. Take a lead role in transforming and strengthening the organisational culture, ensuring that the company values and approach are displayed. Execute a plan for diversity, equality, and inclusion that aligns with company values, business strategy and commitments. Regularly coach, mentor and support senior and high potential colleagues to identify individual strengths and development needs, develop and maintain effective relationships and encourage retention. Ensure managers are sufficiently skilled and enabled to access appropriate guidance and information to manage workforce issues Qualifications: Bachelor\'s degree in human resources, Business Administration, or related field required Masters\'s degree preferred. At least 8 years of human resource management experience required. Excellent verbal and written communication skills. Excellent interpersonal and negotiation skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Ability to adapt to the needs of the organization and employees Ability to prioritize tasks and delegate them when appropriate. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office 365 or related software. Proficiency with or the ability to quickly learn the organization\'s HRIS and talent management systems.

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