Job Purpose
The General Manager, HR Transformation & Strategic Operations, is the primary architect of the organization's future-ready workforce. This role is designed to bridge the gap between high-level business strategy and operational excellence. You will lead the evolution of our organizational culture and capabilities while ensuring that the foundational HR infrastructure—systems, rewards, and compliance—is scalable, data-driven, and best-in-class.
Scope of Work
1. Strategic Transformation & OD
- Change Architecture: Design and execute organizational design (OD) initiatives to enhance agility and support business scaling.
- Cultural Evolution: Define and embed core values and behaviors that drive a high-performance culture.
- Strategic LD: Develop integrated learning ecosystems and leadership pipelines that align with future skill requirements.
2. HR Tech & Process Optimization (HRIS & Analytics)
- Digital Roadmap: Lead the selection, implementation, or optimization of HRIS (e.g., Workday, SuccessFactors, or localized ERPs) to automate workflows and enhance the employee experience.
- Data Intelligence: Build a robust HR analytics framework to provide actionable insights on turnover, productivity, and labor costs.
3. Total Rewards & Operational Governance (C&B & Payroll)
- Reward Strategy: Design competitive, performance-linked compensation and benefits frameworks that attract and retain top-tier talent.
- Operational Excellence: Oversee the end-to-end payroll function, ensuring 100% compliance, accuracy, and process efficiency.
- Policy Innovation: Modernize HR policies to reflect a contemporary, flexible working environment.
Job Requirements
- Experience: 12+ years of progressive HR experience, with at least 5 years in a leadership role overseeing both COE (Center of Excellence) and Operations.
- The Hybrid Skillset: Proven track record of leading Digital HR Transformations while simultaneously managing complex C&B/Payroll structures.
- Strategic Execution: Demonstrated ability to pivot from board-level strategic planning to hands-on execution of LD programs or HRIS troubleshooting.
- Analytical Rigor: Advanced proficiency in HR data analytics and a deep understanding of market benchmarking and salary structuring.
- Change Mastery: Exceptional stakeholder management skills with the ability to influence C-suite executives and lead teams through organizational transitions.
- Education: Bachelor's or Master's degree in HR, Business Administration, or an analytical field. HR certifications (e.g., SHRM-SCP, SPHRI) are a plus.
