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1. Strategic Leadership & Alignment

• Partner with the CEO and executve leadership team to develop and execute the organization’s long term business strategy and growth objectives.

• Develop HR strategies aligned with organizational goals, focusing on talent acquisition, retention, development, and succession planning.

• Drive workforce transformation by fostering a performance-driven culture that aligns with company values and enhances employee engagement.

2. Talent Management, Performance & Development

• Lead the recruitment and talent acquisition strategy to ensure the company atracts, develops, and retains top talent.

• Facilitate development of the company’s performance targets that drive individual and team performance to achieve organizational success.

• Lead annual performance appraisal process and talent discussions to identify high potential talent for future succession.

• Implement and continuously improve employee development programs, including training, mentoring, and coaching, to maximize employee potential.

• Oversee leadership development programs, succession planning, and career pathing to ensure a pipeline of future leaders.

3. Employee Engagement & Culture

• Champion organizational culture, inclusion, and employee engagement initiatives that promote a positive and productive work environment.

• Promote diversity, equity, and inclusion (DEI) strategies to ensure a diverse and inclusive workplace.

• Foster effective communication between leadership and employees, ensuring a culture of transparency and trust.

4. Compensation & Benefits

• Oversee the benchmarking, design and implementation of competative compensation structures and benefits programs to atract and retain high-quality talent.

• Ensure the organization remains competitive with market compensation trends and legally compliant with all regulatory requirements.

5. HR Operations & Technology

• Leverage HR technology and analytics to drive data-driven decision-making and improve HR operations, processes, and workflows.

• Oversee the efficiency and effectiveness of HR systems, tools, and resources, ensuring they support business goals.

6. Change Management & Organizational Development

• Lead and support organizational change initiatives, guiding the company through transformation periods, restructuring and integration.

• Implement strategies for organizational development, fostering agility, innovation, and continuous improvement.

7. Compliance & Risk Management

• Ensure compliance with all federal, state, and local labor laws, as well as industry regulations, in all aspects of HR.

• Oversee employee relations, addressing issues and grievances in a fair and equitable manner while minimizing legal risks.

8. HR Budgeting & Resource Management

• Develop and manage the headcount planning and HR budget, ensuring that resources are allocated effectively to support business objectives.

• Provide guidance on HR-related expenses and cost-saving measures to optimize the HR function’s impact on the botom line.

Education

• Bachelor's degree in Human Resources, Business Administration, or a related field (required).

• Master’s degree or MBA in Human Resources, Organizational Development, or a related discipline (preferred).

Experience

• Minimum of 15 years of experience in HR, with at least 5 years in a senior leadership role, ideally as a CHRO or HR leader in a large, complex organization.

• Proven experience in managing global HR functions across multiple locations, including talent acquisition, employee relations, compensation and benefits, and organizational development.

• Experience with HR transformation, change management, and driving culture change within a large-scale enterprise.

Skills and Competencies

• Strong strategic thinking with the ability to align HR initiatives with business goals and objectives.

• Exceptional leadership, communication, and interpersonal skills.

• Deep knowledge of HR best practices, legal compliance, compensation and benefits, performance management, and talent development.

• Expertise in HR technology and data analytics to improve HR efficiency and decision-making.

• Demonstrated success in driving cultural transformation and fostering an inclusive workplace.

Personal Atributes

• High emotional intelligence with the ability to manage complex relationships and build trust across the organization.

• Visionary with a results-driven approach to leadership and team development.

• Resilient, adaptable, and able to navigate through ambiguity and uncertainty.

Working Conditions

• Full-time position with occasional travel required to enties within the group.

• Ability to work under pressure and meet deadlines in a fast-paced environment.