Human Resources Strategic Planning- Organizational Structure Development • Act as a strategic advisor to the CEO and department heads in designing organizational structures for each Division/Department. • Build and optimize organizational charts aligned with business goals and company growth stages.- Workforce Planning • Collaborate with the CEO and Divisions to translate business objectives into workforce plans and headcount allocation for each position. • Ensure manpower planning directly supports business strategy and operational needs.- HR Budgeting • Develop and manage the annual HR budget, including compensation, benefits, rewards, training, and other people- related expenses. 2. HR Operations Management- Talent Acquisition • Collaborate with departments to develop candidate profiles that align with specific business objectives (for management roles and high- volume staff positions). • Build and standardize the full recruitment process. • Evaluate recruitment plans proposed by Recruitment Managers and ensure alignment with business plans. • Monitor recruitment performance, resolve bottlenecks, and drive hiring progress.- Learning & Development • Serve as a strategic advisor to the Board of Directors and Division Heads on organizational capability development. • Lead, oversee, and measure the effectiveness of the L&D team and capability- building programs. • Develop the overall Training & Development roadmap aligned with business goals, ensuring measurable ROI. • Work with divisions to build competency frameworks and career paths to support assessment, training, and talent development. • Promote and embed a culture of continuous and proactive learning across the organization.- Compensation, Benefits & Rewards (C&B) • Design competitive compensation and benefits policies, including transparent and motivating sales incentive structures (commission, bonuses, KPIs).- Employee Relations • Develop and enforce processes for disciplinary actions, terminations, and grievance handling in a timely, fair, and legally compliant manner, minimizing risk for the company. 3. Leadership & Team Development • Demonstrate strong leadership and the ability to inspire, influence, and foster positive energy within the HR Division. • Design work processes and delegate effectively to mid- level managers with clear implementation steps. • Build and develop a high- performing HR team, nurturing the next generation of HR leaders. 4. HR Data & Analytics • Develop HR dashboards and reports to track workforce efficiency and provide strategic insights to the CEO and departments. • Collect and analyze data to support decision- making in HR operations and problem resolution.
