Role Summary:The Group Head – HR Operations, Governance, and Total Rewards is responsible for designing and managing the Group’s HR governance frameworks, core corporate HR operations, and total rewards strategy (compensation, benefits, and executive pay). This role ensures consistency, scalability, and compliance across the organization’s global HR systems and processes while enabling performance-driven and cost-effective workforce practices. The role is central to embedding policy rigor, operational efficiency, and reward alignment with business goals. Note: This role is strategic and non-operational at the BU level. It provides frameworks, guidance, and performance oversight but does not execute day-to-day HR operations within BUs.
Key Responsibilities:HR Governance and Policy Development Design, implement, and maintain group-wide HR governance frameworks, including policies, procedures, and Limit of Authority (LoA) matrices. Ensure policies are regularly reviewed and aligned with regulatory requirements, market trends, and evolving organizational needs. Establish controls and audit mechanisms to monitor policy compliance and process integrity across BUs. HR Operations and Shared Services Oversee HR administration, personnel services, payroll coordination, employee data management, and HRIS for the Corporate Core. Define and maintain centralized HR systems and platforms, ensuring data accuracy, standardization, and process automation across the group. Monitor SLA frameworks and KPIs related to local or outsourced HR services and support BUs in improving execution efficiency, without direct operational management. Develop standard onboarding/offboarding procedures and documentation templates for Corporate Core and group-wide adaptation.
Compliance and Risk Management Ensure compliance with local labor laws and regulatory obligations across all operational jurisdictions. Collaborate with Legal and GRC teams to embed legal safeguards and HR risk mitigations in contracts and operational workflows. Lead internal audits of HR operations and compensation practices to ensure transparency and fairness. Payroll and Vendor Management Oversee vendor selection and management for Corporate payroll, insurance, and benefit providers. Define group-wide payroll governance and vendor performance KPIs; review BU-level compliance and support remediation when necessary. Provide guidance on SLA and service contract design for BU-level outsourcing, while ensuring alignment with group standards. Compensation, Benefits, and Executive Pay Develop and manage the Group’s compensation philosophy, including salary structures, job grading, and variable pay models. Lead the design of executive remuneration frameworks in coordination with the CHRO and Remuneration Committee. Conduct benchmarking to ensure competitive compensation packages and compliance with local regulations. Prepare reports and analysis for the Board and Remuneration Committee, including executive pay disclosures and performance linkage. Workforce Reporting and Analytics Build and maintain dashboards and data models to monitor HR KPIs (e.g., headcount, workforce cost, compliance, diversity). Provide workforce analytics to CHRO and senior leadership to inform strategic decision-making and planning. Support budgeting and financial planning by delivering workforce cost projections and compensation analyses at the group level. Qualifications:Bachelor's or Master’s in Human Resources, Business Administration, or related field.12+ years of progressive experience in HR operations, compensation and benefits, or shared services leadership roles. In-depth knowledge of global HR policies, governance, payroll systems, and labor compliance across multiple regions. Strong expertise in compensation design, executive remuneration, and HR systems (e.g., SAP, Oracle, Workday). Proven ability to manage cross-border HR operations and lead digital transformation initiatives. Experience preparing board-level remuneration presentations and collaborating with Legal, Finance, and Audit.