Head - People & Culture

Role Overview: The Head of People & Culture will serve as a strategic partner to the Managing Director and leadership team, driving the company's people strategy, workforce planning, culture and talent. The role is responsible for aligning HR strategy with business goals, building a high-performance, values-driven workplace, and ensuring scalable HR processes, regulatory compliance, and employee engagement across the organisation. Key Responsibilities: - Workforce Planning & Organisation Design: Develop manpower plans, hiring calendars, organisation structures and role definitions aligned with business growth. - Talent Acquisition: Build a structured recruitment engine with robust hiring processes, assessment frameworks and interview practices. - Talent & Succession Management: Identify high-potential talent and build succession plans, development plans and leadership pipelines. - Performance & Engagement: Drive KRA/KPI-based performance management and initiatives that strengthen employee engagement, retention and culture. - Learning & Development: Establish competency frameworks, career paths, learning programs and leadership development initiatives. - Compensation & Benefits: Manage compensation structures, salary bands, incentives, benefits, payroll and market benchmarking. - HR Systems, Policies & Analytics: Build scalable HR policies and processes, drive HRMS adoption and leverage people analytics for business decisions. - Administration: Oversee HR operations, facilities, vendors and administration, as required. Requirements: - 15 - 20 years of experience, including at least 5 years in senior HR leadership roles covering HR strategy and organizational development. - Experience in leading performance management, talent development, and engagement programs. - Proven capability to manage multi-location HR operations and large teams. - Excellent stakeholder management, leadership, and communication skills. - Demonstrated experience in driving organizational transformation and change management initiatives. - Experience driving business outcomes through strategic people initiatives. - Strong understanding of compensation benchmarking, workforce planning, and organizational design. - Good knowledge of labour laws, HR policies, and statutory compliance.