ROLE
– Stay ahead of evolving HR and people trends and benchmark against leading organizations to ensure competitive advantage
– Co-create people strategies with leadership that reinforce the mission, values, and long-term objectives of the organization
– Design and oversee HR programs ensuring alignment with overall HR strategy
– Use HR analytics to identify trends in turnover, engagement, and productivity
– Ensure policies are communicated clearly, implemented consistently, and reviewed regularly to remain compliant and relevant
– Develop workforce capability through structured learning, mentoring, coaching, and rotational assignments to build future leaders
– Equip managers with tools, training, and guidance to handle employee relations, performance feedback, and career development
– Provide HR services that are not transactional but strategic, reflecting organizational values and enhancing employee experience
– Act as a business partner by aligning HR initiatives with business goals, ensuring people practices drive measurable outcomes
– Lead initiatives that foster engagement, resilience, and adaptability during organizational change
– Collaborate across departments to deliver integrated HR solutions that support enterprise-wide goals
– Guide leaders through organizational design, workforce planning, and succession planning to ensure agility
– Coach senior leaders on employee development, retention strategies, and feedback culture
– Maintain a robust pipeline of successors for critical roles, leveraging cross-functional talent pools
– Partner with Talent Management to identify skill gaps and design targeted learning interventions that improve business performance
– Increase employee engagement scores by at least +5 points year on year
– Reduce voluntary turnover in critical roles to below 10% annually
– Shorten time-to-fill by 20% while improving hiring manager satisfaction
– Ensure 80% of critical roles have at least one ready successor
– Achieve 90% compliance with new policies within 3 months of rollout
– Ensure 70% of participants in development programs meet defined growth goals
– Deliver 90% of HR projects on time and within scope

REQUIREMENTS
– Proven expertise in leading whole system transformation
– Demonstrated capability of value creation, bottom line impact and HR innovations
– Experience in Multi industries, preferably Bio economy, Energy, Sustainability, IT etc
– Global Workforce Management
– Required Competencies
– Required Knowledge
– Required Skills
– Degree: Required
– Required Certification/s: Required
– Required work experience