The Divisional/Regional HRM is responsible for the policies, activites, and staff of the HR department. They contribute to the overall company strategy by advising the board on the HR implications of its decisions.
Contents
Role family, salary range & work experience
Key responsibilities
Job description template
Detailed responsibilities & tasks
KPIs for this role
Role family, salary range & work experience
- HR Role family: Advisor
- Work experience: 6-12 years
Key responsibilities
- Responsible for the end to end execution of the HR Value Chain which includes activities such as recruitment, learning, labor relations and compensation
- Act as a trusted advisor and partner to business leaders, providing advice, guidance, and support on all HR matters, including employee relations, talent management, performance management, and compensation.
- Provide leadership, coaching, and development to a team of HR professionals to ensure the effective delivery of HR services across the organization.
- Develop and maintain effective relationships with key stakeholders, including employees, managers, and external partners.
Job description template
The Divisional/Regional HR Head is responsible for managing the HR function across multiple regions and ensuring that HR policies, processes, and programs align with the company’s overall strategy.
Responsibilities
- Develop and implement HR strategies, policies, and programs that support the company’s goals and objectives in multiple regions
- Work closely with business leaders and managers to ensure HR programs are aligned with business needs and objectives
- Manage and oversee HR operations across multiple locations, including recruitment and onboarding, employee relations, performance management, compensation and benefits, and employee engagement
- Lead and develop a team of HR professionals to deliver HR services that meet the needs of the business and employees
- Ensure compliance with local laws and regulations related to employment and HR practices in each region
- Develop and maintain effective working relationships with stakeholders, including senior leaders, managers, employees, and external partners
- Continuously monitor and analyze HR metrics and make recommendations for improvements to HR programs and policies
- Implement best practices and innovative approaches to HR operations and employee engagement that improve organizational effectiveness and drive results
- Provide guidance and support to managers and employees on HR-related matters, including policy interpretation and employee relations issues
Requirements
- Bachelor’s or Master’s degree in Human Resources, Business Administration, or related field
- 10+ years of experience in HR leadership roles with a proven track record of managing HR operations across multiple regions
- Strong knowledge of employment laws and regulations across multiple regions
- Excellent communication and interpersonal skills, with the ability to work effectively with stakeholders at all levels of the organization
- Demonstrated experience in leading and developing high-performing HR teams
- Strong analytical and problem-solving skills, with the ability to use data to drive decisions and measure the effectiveness of HR programs
- Strategic thinker with the ability to align HR programs with business objectives
- Ability to work in a fast-paced, dynamic environment with competing priorities and multiple stakeholders
Detailed responsibilities & tasks
- Work closely with senior management to develop and implement the HR strategy that aligns with the company’s overall goals and objectives.
- Act as a trusted advisor and partner to business leaders, providing advice, guidance, and support on all HR matters, including employee relations, talent management, performance management, and compensation.
- Provide leadership, coaching, and development to a team of HR professionals to ensure the effective delivery of HR services across the organization.
- Develop and maintain effective relationships with key stakeholders, including employees, managers, and external partners.
- Identify and analyze HR metrics to measure the effectiveness of HR programs and make recommendations for improvements.
- Drive talent management initiatives, including talent assessment, succession planning, and leadership development.
- Lead and participate in HR projects, ensuring successful delivery within timelines and budget.
- Ensure compliance with all HR policies, procedures, and regulations.
Detailed skills description
- Strategic thinking: Ability to align HR initiatives with the organization’s overall strategy
- Leadership: Excellent leadership skills to manage and develop the HR team and influence organizational leaders in decision-making processes
- Communication: Strong communication skills to effectively engage with employees, management, and external partners
- Cross-cultural competence: Ability to work with and understand different cultures, and manage and lead a diverse workforce
- Analytical and problem-solving skills: Capability to analyze data, identify trends, and develop effective solutions
- Change management: Experience in leading change initiatives and managing organizational transformation
- HR knowledge: Deep understanding of HR practices, including talent management, compensation, benefits, employee relations, and HR operations
- Business acumen: Strong understanding of business operations, financial management, and organizational strategy
- Collaboration: Ability to work with various departments and stakeholders to achieve common goals
- Adaptability: Capacity to respond to changing business needs and HR trends, and develop strategies that align with organizational goals
KPIs for this role
- Talent Acquisition: Ensure timely and effective recruitment of talent with the right skills, experience, and cultural fit to meet business needs
- Employee Engagement: Create a conducive work environment to motivate and engage employees, improving satisfaction, retention, and productivity
- Performance Management: Develop and implement performance management systems to align individual goals with organizational objectives, and provide ongoing feedback to employees
- Learning and Development: Provide relevant learning and development opportunities to enhance employees’ skills and knowledge, aligned with organizational goals
- Compliance: Ensure adherence to applicable labor laws, regulations, and internal policies, mitigating legal risks to the organization
- HR Operations: Oversee smooth functioning of HR operations, including payroll, benefits administration, employee data management, and HR technology
- Diversity and Inclusion: Develop and implement strategies to promote workplace diversity and inclusion, and monitor progress toward diversity goals
- HR Analytics: Use HR analytics to measure the effectiveness of HR programs, identify improvement areas, and support data-driven decision-making
- Business Partnership: Collaborate with business leaders and stakeholders to understand needs and provide strategic HR guidance to achieve objectives
- Change Management: Lead and support change initiatives to implement new processes, systems, or policies successfully, managing any associated resistance
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