KEY RESPONSIBILITIES

• Strategic HR Leadership: Lead the development and execution of comprehensive HR strategies aligning with the companys vision mission objectives and goals for sustainable growth.
• Talent Acquisition and Retention: Drive talent acquisition efforts ensuring the recruitment of top-tier diverse range of professionals. Research and analyze job market trends and present insights. Develop plans and measures to ensure employee retention and nurturing.
• Organizational Design and Workforce Transformation: Lead company-wide organizational design workforce planning and capability development to ensure the organization maintain an optimal structure skills mix and leadership capacity. Oversee restructuring initiatives workforce optimization and productivity improvement programs.
• HR Digital Transformation & Technology Architecture: Drive modernization HR function through implementation of integrated HR technology platforms including SAP Success Factors and establish a digitally enabled HR ecosystem. Ensure the HR function operates through a modern HR operating model incorporating HR Business Partnering centers of Expertise and Shared Services.
• AI-Enabled Workforce Analytics & Decision Intelligence: Establish people analytics capabilities using advanced analytics and AI-driven insights to support workforce planning productivity analysis and talent risk forecasting enabling data-driven leadership decisions through digital dashboards and predictive reporting.
• Job Architecture Job Evaluation & Rewards Strategy: Lead the design and governance of the organizations job architecture framework job evaluation methodology grading structure and career pathways to ensure internal equity and alignment with global energy sector benchmarks.
• Employee Relations: Foster a positive workplace culture by overseeing employee relation addressing concerns and promoting inclusion and open communication channels.
• Performance Management: Implement and enhance performance appraisal systems to optimize employee development and overall organizational success.
• HR Policies and Compliance: Develop and enforce HR policies to ensure compliance with labour laws and industry regulations. Analyze the effectiveness of HR procedures and tools and reform them as needed.
• Talent Strategy Leadership Development & Succession: Develop and implement integrated talent management and leadership developments frameworks to build a robust pipeline for critical leadership and technical roles.
• Change Management: Lead HR initiatives related to organizational change mergers or restructuring with a focus on seamless transitions.
• Internal Stakeholder Alignment: Communicate frequently with departmental stakeholders to understand the unique needs of the functions and businesses. Take on an advisory role in cases of high-level management issues related to employee relations and performance.

EDUCATION

• Minimum 16 years of education preferably Masters from a renowned and HEC recognized university or institution/equivalent foreign degree holder institution preferably in the disciplines of Human Resource Management or Business Management.

EXPERIENCE

• Minimum 18 years of professional experience preferably in a large national / multinational organization with preferably 5 years of experience in Human Resources at a senior equivalent position or one position below.

REQUIREMENTS

• Excellent interpersonal and communication skills to engage effectively with employees and external stakeholders.
• Demonstrated expertise in corporate HR strategy organizational design and workforce transformation within large and complex organizations.
• Extensive experience in job evaluation framework AI driven process optimization medical management process and total rewards architecture.
• Ability to lead large-scale organizational change restructuring and capability development initiatives in dynamic business environments.
• Proven capability in psychometric assessment competency mapping and talent diagnostic tools to drive selection leadership development succession planning and workforce capability building.
• In-depth understanding of employment law labor regulations corporate governance and compliance frameworks with the ability to design robust HR policies and risk management protocols.

AGE

• The candidate should preferably be not more than 50 years of age on the last date for submission of application.

If you have the required experience and educational qualification to take up the challenging role you are requested to apply by 27th March 2026.

Only shortlisted candidates will be contacted.