Human Resources Director

I. Position Overview
The Human Resources Director is responsible for leading the overall Human Resources strategy and function to support the Company's business objectives, organizational effectiveness, and sustainable growth. The role serves as a strategic business partner to senior leadership, overseeing talent management, organizational development, compensation and benefits, employee relations, corporate culture, and HR governance.
II. Key Responsibilities
1. Strategic HR Leadership & Organizational Development
• Develop and execute HR strategies aligned with the Company's business objectives and growth plans.
• Lead workforce planning, organizational design, succession planning, and change management initiatives.
• Provide HR analytics and strategic recommendations to support business decisions.
• Drive organizational effectiveness and workforce productivity.
2. Talent Management & Performance
• Oversee talent acquisition, talent development, leadership development, and retention strategies.
• Establish competency frameworks, career paths, and succession planning programs.
• Lead performance management, KPI implementation, and talent review processes.
• Ensure the organization maintains a strong talent pipeline to support business growth.
3. Compensation, Benefits & HR Governance
• Develop and manage compensation, benefits, rewards, and people cost strategies.
• Oversee HR budgets, workforce productivity, and compensation structures.
• Establish and continuously improve HR policies, systems, and governance frameworks.
• Ensure effective use of HR technology and data-driven HR practices.
4. Employee Relations & Compliance
• Ensure compliance with labor laws, regulations, and Company policies.
• Lead employee relations, grievance handling, disciplinary matters, and labor risk management.
• Represent the Company in dealings with labor authorities and external stakeholders.
• Promote a positive and compliant employee relations environment.
5. Culture & Leadership
• Drive employee engagement, corporate culture, and workplace experience initiatives.
• Develop programs that strengthen organizational values and employee commitment.
• Lead, coach, and develop the HR team to achieve departmental objectives.
• Act as a trusted HR Business Partner to the Executive Leadership Team.