Deputy Director, HR Business Partnering and Operations

[What the role is] We are seeking an experienced and dynamic Deputy Director, Human Resources to lead and oversee the HR business partnering, workforce analytics and operations portfolio. This role requires a strategic thinker with strong operational acumen, capable of driving HR excellence across the organisation while partnering closely with senior leadership to deliver people strategies that support business objectives. [What the role is] We are seeking an experienced and dynamic Deputy Director, Human Resources to lead and oversee the HR business partnering, workforce analytics and operations portfolio. This role requires a strategic thinker with strong operational acumen, capable of driving HR excellence across the organisation while partnering closely with senior leadership to deliver people strategies that support business objectives. The successful candidate will be responsible for shaping and delivering a comprehensive suite of HR services, from talent acquisition and employee relations to HR technology management and data-driven insights. This role requires someone who can operate effectively at both the strategic and operational levels, managing a diverse team and a broad portfolio of HR responsibilities. [What you will be working on] Strategic Partnership & Business Alignment • Lead a team of HR Business Partners to partner with the Group Directors, Division Directors, and Directors to understand business requirements and translate them into effective human resource strategies • Provide strategic HR guidance and solutions that support the achievement of business objectives • Collaborate closely with stakeholders on manpower planning and resourcing matters to ensure optimal workforce deployment Talent Acquisition & Recruitment • Oversee end-to-end recruitment processes for all personnel types, ensuring the timely selection and appointment of suitable candidates. • Develop and implement recruitment strategies that attract high-quality talent to meet current and future business needs • Respond promptly to public enquiries regarding vacancies and recruitment-related matters, maintaining a positive external image Employee Onboarding, Relations & Exit Management • Ensure a seamless employee lifecycle experience, from comprehensive onboarding and induction programmes that integrate new hires into the organisation's culture and processes, to managing staff relations matters and serving as a primary point of contact for employee queries and concerns. • Conduct comprehensive first-day induction for new appointees, ensuring they receive essential information and resources to begin their careers successfully • Facilitate the settling-in process for newcomers, providing ongoing support during their initial period of employment • Oversee exit management processes, including the timely processing of final benefits and entitlements, and the conduct of exit interviews to inform retention strategies. HR Systems Management & Enhancement • Lead the HR Operations team to ensure end-to-end Workday system management including maintenance, configuration, performance optimisation, and feature enhancements aligned with business requirements • Oversee change management and global deployment initiatives to ensure minimal operational disruption and maximise user adoption HR Operations Excellence • Ensure all HR operational activities within Workday are executed efficiently and accurately, maintaining high standards of data integrity and process compliance. • Oversee workflow configurations, approval processes, and system integrations to optimise operational effectiveness. • Monitor system performance metrics and implement continuous improvement initiatives. Data Analytics & Reporting • Build and maintain robust data analytics capabilities to support evidence-based decision-making across the organisation. This includes developing and maintaining advanced analytics dashboards using Tableau and other business intelligence tools, managing statutory survey reporting obligations including MOM surveys and MMF reporting, and delivering analytical insights that inform strategic HR and business decisions. [What we are looking for] • At least 15 years of HR experience, with a strong track record in HR business partnering, HR operations, and people analytics. • A proven ability to lead teams and engage effectively with senior stakeholders is essential, along with hands-on experience in HRIS management — particularly in Workday configuration, reporting, and system integration. • Possess strong business acumen with the ability to understand and support diverse professional functions, alongside excellent interpersonal and communication skills for effective stakeholder engagement at all levels. • Proficiency in Microsoft 365, SharePoint Online, and Tableau for data visualisation and business intelligence reporting is required. • A proactive self-starter who is comfortable managing ambiguity and change in a fast-paced environment. • A high level of personal and professional integrity, strong problem-solving skills, good written and presentation skills, and sound knowledge of employment legislation and HR best practices are essential for this role. The successful candidate will be offered a 1-year contract (with option for automatic renewal for a further one year) in the first instance. Shortlisted candidates would be contacted within 30 days from the closing date of the advertisement. We regret that only shortlisted candidates would be notified. #J-18808-Ljbffr