Director of Human Resources

Job Summary

The Director of Human Resources is the senior-most HR leader responsible for shaping and executing the organization’s people strategy in alignment with business objectives. This role partners closely with the CEO and executive leadership team to drive organizational effectiveness, talent development, workforce planning, and culture transformation, while ensuring excellence in HR operations and governance.

The HR Director provides strategic leadership across all HR functions, including organizational development, talent acquisition, learning and development, employee relations, performance management, compensation and benefits, compliance, and workforce analytics.

Key Responsibilities

Strategic HR Leadership

• Develop and implement the organization’s long-term HR strategy aligned with corporate goals and growth plans.
• Translate business priorities into workforce strategies, capability-building initiatives, and people-focused solutions.
• Serve as a strategic advisor to executive leadership on organizational design, talent, culture, and employee engagement.
• Lead annual HR planning, including manpower forecasting, budgeting, and strategic initiatives.
• Monitor labor market trends, regulatory developments, and HR best practices to maintain organizational competitiveness.

Organizational Development & Change Management

• Lead organizational design initiatives, including restructuring, job architecture, competency frameworks, and role profiling.
• Develop and oversee performance management systems that align employee goals with business objectives.
• Drive change management initiatives for transformation programs, mergers, restructuring, and business expansion.
• Foster a high-performance culture that supports employee engagement, retention, succession, and internal mobility.
• Lead succession planning and talent review processes for leadership and critical roles.

Talent Management & Learning Development

• Oversee leadership development, capability-building, onboarding, and employee development programs.
• Establish learning strategies that promote continuous development through coaching, digital learning, and experiential training.
• Identify capability gaps and design development initiatives to strengthen organizational readiness.

Talent Acquisition & Employer Branding

• Define and execute talent acquisition strategies to attract high-caliber talent.
• Partner with department leaders to forecast hiring needs and ensure timely recruitment.
• Enhance employer branding through strategic partnerships, market presence, and talent outreach initiatives.
• Ensure a strong candidate experience and efficient recruitment processes.

HR Operations & Governance

• Provide strategic oversight of HR operations, including payroll, compensation and benefits, employee relations, disciplinary processes, and compliance.
• Develop and maintain HR policies, procedures, and service delivery standards.
• Act as the final escalation point for complex employee relations matters, legal disputes, and labor issues.
• Ensure adherence to labor laws, regulatory requirements, and internal governance standards.
• Leverage HR analytics and reporting to support data-driven decision-making.

Stakeholder & Resource Management

• Manage relationships with external partners such as recruitment agencies, training providers, legal advisors, and government authorities.
• Lead the HR department budget and ensure effective resource allocation.
• Build strong collaboration across departments to support organizational priorities.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or related field (required).
• Master’s degree in Human Resources, MBA, or related postgraduate qualification (preferred).
• Professional certification such as SHRM-SCP, CIPD Level 7, or equivalent is preferred.

Experience

• Minimum 10 years of progressive HR experience.
• At least 4 years in a senior HR leadership role.
• Proven experience in strategic HR leadership, organizational development, talent management, and HR operations governance.

• Strategic thinking and business acumen
• Leadership and people management
• Organizational design and change management
• Talent management and succession planning
• Conflict resolution and employee relations
• Strong analytical and decision-making skills
• Excellent communication and stakeholder management
• High integrity and confidentiality