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Head of HR Services
Job Location:
Monthly Salary:
Not provided by the employer
Monthly Salary:
Experience Required:
7-10years
Experience Required:
Posted:
11 September 2026 (9 days ago)
Posted:
Application Deadline:
9 December 2026
Application Deadline:
Vacancies:
1 Vacancy
Vacancies:
Job Summary
Job Title: Head of HR Services
Reports to:GCEO
Job Overview:The Head of HR Services is a strategic business partner to the GCEO and leadership team responsible for turning HR into a true business partner to CDL rather than simply an administrative function. The role shapes and drives CDLs people strategy covering workforce planning organisation design talent culture performance reward and people risk translating business strategy into HR priorities that build long-term organisational capability. The Head of HR Services is guided by one central focus: Are we getting the right people in the right roles performing at the right level and are we building the organisation CDL needs for the future
Duties and Responsibilities
1. HR Strategy & Annual HR Planning
Design and drive CDLs HR strategy and annual HR plan in direct alignment with overall business strategy and GCEO priorities.
Act as strategic advisor to the GCEO and management team on all people-related decisions affecting business performance.
Support business growth through a proactive forward-looking people strategy.
2. Workforce Planning & Organisation Design
Lead enterprise-wide workforce planning to anticipate future capability and capacity needs.
Lead organisation design and restructuring initiatives that support business growth.
Conduct job analysis and job design and own job descriptions and competency frameworks across CDL.
Drive strategic manpower productivity across business units.
3. Talent Management & Succession Planning
Build a long-term talent management strategy and succession plans for critical and leadership roles.
Build CDLs leadership pipeline across the business.
Oversee identification development and retention of high-potential employees.
4. Leadership Development & Coaching
Design leadership development and executive coaching programs for senior and high-potential talent.
Provide management coaching and HR advisory support to leaders across the business.
Build a high-performance leadership culture through structured development interventions.
5. Culture Engagement & Employee Experience
Own CDLs employee engagement strategy including engagement surveys and resulting action plans.
Champion culture development initiatives that reinforce organisational values and performance.
Design and continuously improve the end-to-end employee experience.
Lead organisation-wide change management initiatives.
6. Performance Management
Design and own CDLs performance management framework.
Drive performance measurement and effectiveness across the business ensuring fair and consistent application.
Partner with managers to align individual performance with business objectives.
7. Learning & Development
Own CDLs learning and development strategy.
Conduct training needs analysis across the business and translate findings into learning interventions.
Champion structured career development pathways for employees.
8. Employee Relations & HR Risk Governance
Set CDLs employee relations strategy and provide governance on complex or high-risk cases.
Personally manage complex employee relations matters escalations and disciplinary/grievance processes.
Lead HR policy development and periodic review to keep policies current and compliant.
Identify and mitigate HR risk across the business.
9. Compensation Benefits & Reward
Design and oversee CDLs compensation and benefits strategy.
Conduct salary benchmarking and maintain competitive equitable salary structures.
Own the reward and recognition framework to drive retention and performance
10. HR Analytics Budgeting & Transformation
Establish HR analytics and people dashboards to inform executive decision-making.
Own HR budgeting and workforce cost analysis.
Develop and monitor HR KPIs across all people functions.
Lead HR projects and transformation initiatives.
Requirements
11. Requirements & Qualifications
Education: A Master of Business Administration (MBA) or a Masters degree in Human Resource Management is mandatory.
Experience: A minimum of 7 years progressive HR experience including proven experience in a strategic HR leadership role within a large organisation.
Professional Certification: Membership with a recognized HR professional body (e.g. IHRM) is required.
Skills: Strong strategic thinking leadership communication and stakeholder management skills with sound knowledge of labour laws and HR best practice.
Required Education:
Education: A Master of Business Administration (MBA) or a Masters degree in Human Resource Management is : A minimum of 7 years progressive HR experience including proven experience in a strategic HR leadership role within a large Certification: Membership with a recognized HR professional body (e.g. IHRM) is : Strong strategic thinking leadership communication and stakeholder management skills with sound knowledge of labour
