Head HR Operations

• This is a newly created role to lead the development and implementation of a world class policy and process model that will enable the onboarding to retire processes to be consistently executed across all sites globally.
• The incumbent will continue to lead the transition from legacy and newly acquired operations, across a company-wide, HR transformation, focused on modernizing the operating model, including standardizing, and aligning processes and systems globally.
• The role will report to the Global CHRO and work with people operations around the world to drive the transformation agenda.
• The role includes process and policy management, project management, and operational effectiveness. It will build and increase process efficiency, productivity and standardization, team capabilities of all strategic roles and responsibilities, and customize the systems and necessary infrastructure to deliver a seamless operation.
• The position will fulfil and instil a continuous process improvement mindset at all levels of the HR organization. Its envisaged there will be many HR transformation projects to enable this change.
• The role will eventually transition into a business model for the HR function.

The Individual:

• Ideally the incumbent should have relevant experience in leading global HR transformations and technology implementations.
• The incumbent is an influential and well-rounded HR leader with a reputation for relationship management as well as change and project management.
• The incumbent will show how he/she apply their analytical skills to measure performance, support decision making, and to develop and execute on action plans that build and improve operational performance.
• Their experiences can be drawn from consulting and projects though to implementing in established MNC environments.
• This role requires an international mindset, and his/her experience must be global in nature.
• It is essential that he/she is organised, detail minded and a creative problem solver, focused on continuous improvement, capable of managing multiple projects and priorities, and ability to deliver results in a fast-paced environment.

Potential Upsides:

• Rarely will you see a global HR process/policy role in an organization with its headquarters based in US.
• This role has the potential to be a successor to the Global CHRO as well run the consulting practice of the people function over a period of time.

Potential Challenges:

• This is an exciting phase where the incumbent needs to build and lead the Global HR Process/Policy function.
• This will need someone who is highly tenacious with the determination and energy to sustain what is anticipated to be a three-year journey.
• Clearly you need to be a strong self-starter with a can-do attitude.
• This will be an individual contributor role to start with and the incumbent will have to build a lean team over a period of time.