ROLE DESCRIPTION Strategic Human Resource Partnering Act as a trusted advisor to business leaders, aligning people strategies with organisational goals across leadership, capability, culture, and organisational effectiveness. Apply a diagnostic and analytical mindset to identify root causes of people and organisational challenges, recommending tailored, strategic interventions. Shape and implement scalable, future-ready HR solutions in partnership with COEs and external consultants, ensuring integrated and contextually relevant delivery. Influence enterprise-wide initiatives by embedding strategic HR thinking and championing company culture, values, and leadership behaviors. Total Rewards Strategy & Compensation Support the development, implementation, and regular review of Total Rewards strategies to ensure competitiveness, effectiveness, and alignment with business goals. Conduct market benchmarking and compensation/benefit surveys; maintain updated grading and salary structures. Drive employee engagement through surveys, analysis, and targeted initiatives to sustain and improve engagement scores. Educate stakeholders on reward principles and ensure alignment between compensation practices and desired behaviors. Oversee a competitive, equitable Total Rewards strategy aligned with business goals and market benchmarks. Ensure remuneration structures support performance, leadership behaviors, and pay equity. Drive innovative recognition programs to boost motivation and retain top talent. Talent Management, Training & Development Lead implementation of talent and succession strategies to attract, develop, and retain key talent aligned with current and future business needs. Drive career management, training, and development initiatives, ensuring alignment with workforce planning and organisational capability goals. Oversee succession planning and talent pipeline tracking to build long-term sustainability and leadership readiness. Provide expertise on organisational design and workforce planning to support business growth and agility. Compliance, Governance, Risk Management & Reporting Develop and implement HR processes and risk management strategies to ensure governance, regulatory compliance, and operational integrity. Monitor and report key HR risks, driving proactive mitigation and accountability across teams. Oversee training on compliance requirements and ensure timely submission of internal and external HR reports. Transformation & Stakeholder Management Support execution of transformation strategies and related policies to advance organisational goals. Build strong stakeholder relationships and implement engagement plans to enhance HRs strategic advisory role. Strengthen HRs capability to drive change and meet evolving business needs. Organisational Development, Change & Performance Management Drive organisational design and change initiatives aligned with business strategy, ensuring readiness through communication, consultation, and capability building. Lead the implementation and continuous improvement of performance management systems, fostering a high-performance culture and alignment with strategic goals. Champion a strong Employee Value Proposition (EVP) to support talent attraction, engagement, and retention. Represent HR in business projects, embedding change management processes and enabling smooth, sustainable transitions. Budget Management, Systems & HR Insights Contribute to HR budget planning and ensure effective utilisation, monitoring variances, and supporting audit processes. Enhance HR systems and processes for efficiency and improved employee experience. Leverage HR data to deliver actionable insights on workforce trends, engagement, and attrition, enabling data-driven decision-making. Stay informed on emerging HR technologies to future-proof organisational capabilities. REQUIREMENTS Post Graduate Degree in Human Resources Management / Organisational Psychology A relevant business degree with HR Experience commensurate with experience requirements would be preferable. 8 years of progressive HR experience with strong exposure to strategic HR partnering. Demonstrated ability to develop and implement fit-for-purpose HR frameworks in a complex and fast-paced environment. Strong business acumen and ability to translate business strategy into people initiatives. Exceptional relationship-building and stakeholder management skills. Proven experience influencing and advising senior leadership teams. Ability to think systemically, navigate ambiguity, and problem-solve effectively. Experience in consulting or environments with matrixed or dynamic structures is advantageous.

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