HR Director

1. 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.