CHRO (Public Listed)

Role Overview The Head of HR is a key member of the Executive Leadership Team, responsible for shaping and executing the organization’s human capital strategy in alignment with business objectives and shareholder expectations. This role drives enterprise-wide transformation, builds organizational capability, and ensures the company attracts, develops, and retains top talent to sustain long-term growth and competitiveness.

The Head of HR will play a pivotal role in culture transformation, digital HR evolution, and governance in a public listed environment.

Key Responsibilities

1. Strategic Leadership & Business Partnership Develop and execute a forward-looking HR strategy aligned with corporate vision, growth plans, and market dynamics. Act as a strategic advisor to the Chairman, Group CEO, Board, and senior leadership on organizational design, workforce planning, and leadership capability. Lead human capital discussions at Board level, including succession planning and talent risk.
2. Organizational Transformation & Change Management Drive enterprise-wide transformation initiatives (e.g., digitalization, restructuring, M&A integration). Lead culture transformation to align with company values, performance expectations, and innovation goals. Establish change management frameworks to support large-scale business transformation.
3. Talent Management & Leadership Development Build a robust talent pipeline and succession framework for critical roles. Design and implement leadership development programs for senior executives and high-potential talent. Elevate employer branding to position the company as an employer of choice.
4. Performance & Rewards Strategy Oversee performance management systems aligned with business KPIs and shareholder value creation. Design competitive and compliant compensation & benefits frameworks for a public listed environment. Ensure executive compensation aligns with governance standards and investor expectations.
5. HR Digitalization & Analytics Lead HR transformation through technology adoption (HRIS, analytics, AI-driven insights). Establish data-driven decision-making across all HR functions. Track and report key human capital metrics to the Board and stakeholders.
6. Governance, Compliance & Risk Management Ensure compliance with regulatory requirements, labor laws, and public listed company standards. Strengthen HR governance frameworks, policies, and audit readiness. Manage workforce-related risks, including employee relations and reputational concerns.
7. Culture, Engagement & ESG Alignment Champion a high-performance, inclusive, and ethical workplace culture. Drive employee engagement and well-being initiatives across the organization. Integrate ESG (Environmental, Social, Governance) principles into HR strategies, including DEI and sustainability efforts.

Requirements

Experience Minimum 15–20 years of progressive HR leadership experience, with at least 5–8 years in a Head of HR or equivalent executive role. Proven track record in leading HR strategy within a public listed or large multinational organization. Demonstrated experience in organizational transformation, change management, and digital HR initiatives.

Skills & Competencies Strong strategic thinking with commercial and financial acumen. Ability to influence Board-level stakeholders and senior executives. Deep expertise in talent management, organizational design, and culture transformation. High adaptability and resilience in complex, fast-paced environments. Strong governance mindset with understanding of regulatory and compliance frameworks.