Head - Human Resources - IT

The HR Leader will be responsible for driving HR strategies, leading a team of HR professionals, and acting as a strategic partner to business leaders. With a strong HR Business Partner background, the role requires close collaboration with senior leadership to ensure alignment between HR initiatives and business objectives. The HR Leader will oversee a wide range of HR functions, including talent management, employee relations, performance management, organizational development, and compliance.

Key Responsibilities:

Strategic HR Leadership:

- Serve as a strategic advisor and business partner to senior leadership, offering insights and recommendations on talent strategy, workforce planning, and organizational development.

- Develop and execute HR strategies aligned with business goals to drive organizational effectiveness.

- Lead HR initiatives to improve employee engagement, talent retention, and organizational culture.

HR Business Partnering:

- Partner with business units to provide guidance and support on HR matters such as performance management, talent development, succession planning, and employee relations.

- Facilitate cross-functional collaboration to address business challenges through HR solutions.

- Serve as a trusted advisor to leadership on all HR-related issues, acting as a liaison between employees and management.

Talent Management & Acquisition:

- Lead and drive the full talent lifecycle, including recruitment, onboarding, training, development, and succession planning.

- Develop strategies to attract, retain, and develop top talent, ensuring a diverse and inclusive workforce.

- Partner with Learning & Development to identify skill gaps and design targeted development programs.

Performance Management & Employee Relations:

- Oversee the performance management process, ensuring clear goal-setting, regular feedback, and development plans.

- Manage complex employee relations issues, including conflict resolution, investigations, and disciplinary actions.

- Promote a positive employee experience by fostering open communication and a collaborative work environment.

Organizational Development & Change Management:

- Lead organizational development initiatives to support business transformation and growth, including change management, restructuring, and team dynamics.

- Implement programs that enhance employee engagement, motivation, and productivity.

- Champion diversity, equity, and inclusion (DEI) initiatives and ensure they are embedded into HR practices.

HR Operations & Compliance:

- Ensure compliance with employment laws and regulations, implementing HR policies and procedures to maintain a fair and compliant workplace.

- Oversee HR operational activities such as payroll, benefits administration, and HRIS management.

- Continuously improve HR processes to enhance efficiency and effectiveness.

Data-Driven Decision Making:

- Utilize HR metrics, data analytics, and key performance indicators (KPIs) to drive decision-making and measure the success of HR initiatives.

- Present insights and recommendations to leadership based on data analysis and workforce trends.

Team Leadership:

- Lead and develop a high-performing HR team, providing mentorship, guidance, and support.

- Create a culture of accountability, innovation, and excellence within the HR function.

Qualifications:

- Education: Bachelor's degree in Human Resources, Business Administration, or related field required. Master's degree or HR certification (e.g., SHRM-SCP, SPHR) preferred.

Experience:

- 8-10+ years of progressive HR experience with a focus on HR Business Partnering and leadership roles.

- Proven experience in developing and executing HR strategies in alignment with business objectives.

- Strong background in talent management, organizational development, employee relations, and compliance.

Skills & Competencies:

- Excellent interpersonal and communication skills, with the ability to influence and build relationships at all levels.

- Strong problem-solving and conflict resolution abilities.

- Demonstrated ability to manage multiple priorities and work in a fast-paced environment.

- Proficiency in HR systems (HRIS), data analytics, and Microsoft Office Suite.

- In-depth knowledge of employment laws, labor regulations, and HR best practices.

Key Competencies:

- Strategic Thinking

- Business Acumen

- Leadership & Team Development

- Relationship Management

- Data-Driven Decision Making

- Change Management

- Diversity & Inclusion Advocacy