senior hr leader

Elite HRSP

Females Preferreda. PurposeThe Head of Human Resources (HR) is a senior leadership role responsible for developing and executing human resource strategies to support the overall business plan and strategic direction of the company. This role includes responsibilities for talent acquisition, employee relations, performance management, training and development, compensation and benefits, and compliance with labor regulations. The Head of HR will foster a culture that promotes employee engagement, innovation, and continuous improvement within the organization.b. Job Duties and ResponsibilitiesStrategic HR Leadership:&middot; Develop and implement HR strategies that align with the company&rsquo;s business objectives and promote organizational growth.&middot; Partner with the executive team to understand the long-term vision and develop HR plans to support strategic goals.&middot; Act as a trusted advisor to the CEO and other senior leaders on all human resources matters.Talent Acquisition and Management:&middot; Oversee the recruitment and selection process to attract top talent and ensure a high-quality candidate experience/ Employer branding.&middot; Develop and implement onboarding programs that enhance new employee integration and retention.&middot; Create and manage succession planning and career development programs to identify and nurture high-potential employees.Employee Relations and Engagement:&middot; Foster a positive work environment through effective employee engagement strategies.&middot; Address employee concerns and resolve conflicts in a fair and consistent manner.&middot; Implement programs to promote diversity, equity, and inclusion within the workforce.&middot; Performance Management:&middot; Develop and oversee a performance management system that drives high performance and accountability.&middot; Provide guidance and support to managers on performance evaluations, feedback, and development plans.&middot; Implement recognition and reward programs that motivate employees and acknowledge their contributions.Training and Development:&middot; Identify training needs and design programs to enhance employee skills and competencies.&middot; Support leadership development initiatives to build management and executive capabilities.&middot; Promote a culture of continuous learning and professional development.&middot; Work in collaboration with the Training and SFE department for training initiatives of medical reps.Compensation and Benefits:&middot; Develop and manage competitive compensation and benefits programs that attract and retain top talent.&middot; Ensure that compensation practices are aligned with industry standards and internal equity.&middot; Oversee the administration of employee benefits and wellness programs.HR Compliance and Risk Management:&middot; Ensure compliance with all labor laws, regulations, and company policies.&middot; Manage HR audits and investigations, ensuring proper documentation and resolution.&middot; Develop and maintain HR policies and procedures that reflect best practices and legal requirements.HR Metrics and Reporting:&middot; Develop and monitor HR metrics to measure the effectiveness of HR initiatives and programs.&middot; Provide regular reports to the executive team on HR performance and areas for improvement.&middot; Use data-driven insights to inform HR strategies and decision-making.Team Leadership and Development:&middot; Lead, mentor, and develop the HR team, fostering a culture of excellence and collaboration.&middot; Promote a high-performance culture within the HR function.&middot; Ensure that the HR team has the skills and resources needed to support the organization&rsquo;s goals.Administrative responsibilities:&middot; Oversee the day-to-day administrative operations of the organization including managing office facilities, coordinating with various departments, and ensuring that administrative policies and procedures are followed.&middot; Resource Management: Manage the allocation and utilization of administrative resources, including budgeting for vehicles, office supplies, equipment, and services.c. Required Skill Set&middot; Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field; Master&rsquo;s degree preferred.&middot; At least 10 years of HR experience, with a minimum of 5 years in a senior HR leadership role, preferably.&middot; Strong knowledge of HR principles, practices, and legal requirements.&middot; Experience with HR information systems (HRIS) and data analytics.&middot; Excellent leadership and management skills, with the ability to inspire and motivate a team.&middot; Exceptional communication and interpersonal skills, with the ability to build relationships at all levels.Job Type: Full-timePay: Rs400,000.00 - Rs550,000.00 per monthApplication Question(s):<ul><li>Current Salary?</li><li>Expected Salary?</li><li>Notice Period?</li></ul>Education:<ul><li>Master's (Required)</li></ul>Experience:<ul><li>Human Resources: 10 years (Required)</li></ul>Work Location: In person

Head Of Human Resources

Delta Galil Industries

<div>
 
 
 Company Overview&nbsp;
 
 &nbsp;
 
 
 Established in 1975, Delta Galil Industries is a global manufacturer and marketer of Private Label apparel products for men, women and children, as well as owner of leading fashion brands such as 7 For All Mankind, Schiesser, PJ Salvage, Eminence, Delta and more.&nbsp;&nbsp;
 
 
 With an eclectic offering of made-to-order products, Delta Galil&rsquo;s range includes intimate apparel for men &amp; women, active wear, socks, kids &amp; baby wear. We are proud to have contributed to the success of Walmart, Target, and Marks &amp; Spencer, as well as leading fashion brands such as Calvin Klein, Nike, Victoria&rsquo;s Secret and many more. Delta Galil also sells its products under brand names licensed to the company including Adidas, Wolford, Polo Ralph Lauren, Wilson, Maidenform, Tommy Hilfiger and others.&nbsp;&nbsp;&nbsp;
 
 
 
 
 
 
 Position Overview:&nbsp;
 
 The Director, Human Resources will support a client group of approximately 500 employees across operations and corporate functions.&nbsp;Included in this scope is one -two client groups focused on independent brands/licensing groups within the US portfolio.
 
 
 The position is based in the NYC/NJ office, requiring a minimum of four days per week in-office (Mon-Thurs).&nbsp;
 
 
 
 
 
 
 Responsibilities
 
 &nbsp;
 
 
 
 Strategic HR&nbsp;Business Partner
 
 &nbsp;
 
 <ul>
 <li>
 Serve as a key partner to senior leadership, aligning HR strategy with short- and long-term business goals.
 </li>
 <li>
 Use data-driven insights to influence decision-making, anticipate business needs, and recommend proactive talent solutions.
 </li>
 <li>
 Lead initiatives to improve employee engagement and culture.
 </li>
 <li>
 Align HR initiatives with business goals to optimize performance, growth, and scalability.
 </li>
 </ul>
 
 
 
 
 
 Talent&nbsp;and Development
 
 &nbsp;
 
 <ul>
 <li>
 Drive integrated talent strategies to&nbsp;develop and&nbsp;retain&nbsp;top talent across all levels.&nbsp;
 </li>
 <li>
 Consolidate&nbsp;talent mapping initiatives to proactively identify skills gaps, bench strength, and future&nbsp;management/leadership development&nbsp;needs.&nbsp;
 </li>
 <li>
 Build and execute succession planning frameworks to ensure continuity in critical roles.&nbsp;
 </li>
 </ul>
 
 
 
 
 
 Learning &amp; Development
 
 &nbsp;
 
 <ul>
 <li>
 Partner with business leaders to develop team-specific L&amp;D plans and track learning effectiveness within client group.
 </li>
 <li>
 Champion a continuous learning culture that fosters innovation, growth, and agility.
 </li>
 </ul>
 
 
 
 
 
 Employee Engagement &amp; Onboarding
 
 &nbsp;
 
 <ul>
 <li>
 Oversee and continuously improve the onboarding experience to ensure cultural alignment and early engagement.&nbsp;Responsible for local content creation and continuous updates&nbsp;
 </li>
 <li>
 Lead engagement initiatives that support retention, internal mobility, and overall employee satisfaction.&nbsp;
 </li>
 </ul>
 
 
 
 
 
 Performance Management &amp; Development
 
 &nbsp;
 
 <ul>
 <li>
 Manage the annual performance review process, mid-year review&nbsp;process&nbsp;and ensure consistent application of development plans&nbsp;within client group.&nbsp;
 </li>
 <li>
 Coach managers to foster accountability, career conversations, and a culture of feedback.&nbsp;
 </li>
 </ul>
 
 
 
 
 
 Employee Relations &amp; Workplace Culture
 
 
 <ul>
 <li>
 Act as the primary point of contact for complex employee relations matters within client group.
 </li>
 <li>
 Lead investigations, resolve conflicts, and maintain a fair, respectful, and inclusive workplace.
 </li>
 </ul>
 
 
 
 
 
 Compensation, Benefits &amp; Compliance
 
 &nbsp;
 
 <ul>
 <li>
 Ensure compensation practices are&nbsp;equitable, competitive, and aligned with budget parameters&nbsp;within client&nbsp;group&nbsp;and in partnership with Total Rewards.&nbsp;
 </li>
 <li>
 Maintain compliance with employment laws and internal policies.&nbsp;
 </li>
 <li>
 Partner with&nbsp;Total Rewards&nbsp;on payroll, HRIS data integrity, and&nbsp;workforce analytics.&nbsp;
 </li>
 </ul>
 
 
 
 
 
 ﻿Workforce Operations &amp; Planning
 
 &nbsp;
 
 <ul>
 <li>
 Oversee workforce&nbsp;and compensation&nbsp;planning within client group partnering with Total Rewards.&nbsp;
 </li>
 <li>
 Partner with Talent Acquisition to fulfill current and future hiring needs through effective recruiting strategies.&nbsp;
 </li>
 </ul>
 
 
 
 
 Requirements:
 
 
 
 <ul>
 <li>
 Minimum of 15&nbsp;years&nbsp;of progressive HR experience, with at least&nbsp;5&nbsp;years in a senior leadership role.&nbsp;
 </li>
 <li>
 Experienced change agent, able to execute within a complex matrixed organization in a&nbsp;dynamic, fast-paced environment.&nbsp;
 </li>
 <li>
 Experience in organizational development, talent assessment, succession planning, and&nbsp;L&amp;D strategies.&nbsp;
 </li>
 <li>
 Excellent interpersonal and communication skills, with the ability to influence across all levels of the organization.&nbsp;
 </li>
 <li>
 Competence in employment law,&nbsp;HR&nbsp;best practice,&nbsp;policy&nbsp;and procedure creation.&nbsp;&nbsp;
 </li>
 <li>
 Highly organized, detail-oriented, and data-driven.&nbsp;
 </li>
 <li>
 Previous&nbsp;experience&nbsp;in the&nbsp;mass market&nbsp;apparel, retail,&nbsp;beauty&nbsp;or&nbsp;consumer goods industries&nbsp;preferred, not&nbsp;required.&nbsp;
 </li>
 <li>
 Experience with HR systems (e.g., HRIS, performance management, LMS) and strong analytical/reporting skills.&nbsp;
 </li>
 <li>
 Embody Delta Galil&nbsp;Values;&nbsp;Delta Spirit,&nbsp;Growth Drive, Innovation, Teamwork, Positive Mindset, Fairness&nbsp;
 </li>
 </ul>
 
 
 
 
 
 This a hybrid role, with 4 days in our NYC office
 
 &nbsp;
 
 periodic visits to our Secaucus, NJ office
 
 
 
 &nbsp;
 
 
 
 PAY RATE: $190,000/yr-$210,000/yr
 
 &nbsp;
 
 
 At Delta Galil, we strive to hire and nurture amazing talent. Actual salaries will vary depending on factors including but not limited to experience, specialized skills, and internal alignment.&nbsp;
 
 
 &nbsp;
 
 
 DIVERSITY VISION STATEMENT:&nbsp;
 
 
 We are committed to creating an inclusive environment that welcomes and values the differences among all of our associates, customers, suppliers, and the communities in which we live and conduct business. We are an equal employment opportunity for minorities, females, protected veterans, and the disabled.&nbsp;
 
 
 We are committed to providing equal opportunities in employment and treating our associates and applicants without discrimination based on their race, color, gender, age, national origin, religion, sexual orientation, gender identity or expression, marital status, citizenship, disability, protected veteran status, or any other legally protected factor.&nbsp;
 
 
 
 
 
 Company Benefits:
 
 
 
 
 As a Delta Galil Associate, you&rsquo;ll be part of a global fashion company that values innovation, craftsmanship, and people. We&rsquo;re committed to offering comprehensive and competitive benefits that reflect our culture of care, creativity, and collaboration &mdash; but most importantly, benefits that fit you.
 
 
 &nbsp;Our diverse range of programs is designed to support your total well-being &mdash; empowering you to make the best choices for yourself, your loved ones, and your lifestyle.
 
 
 &nbsp;Below are a few of the benefits available to our Associates:
 
 <ul>
 <li>
 &nbsp;Multi-brand merchandise discount, including Splendid, 7 For All Mankind, and PJ Salvage
 </li>
 <li>
 Comprehensive Health Coverage: Medical, Dental, and Vision Insurance, as well as Basic Life/Voluntary Life/Disability/Critical Illness
 </li>
 <li>
 Financial Wellness: 401(k) Retirement Program with Company match and 529 College Savings Plan, as well as Tax-Advantage Health &amp; Transit Accounts
 </li>
 <li>
 Personal and sick time off, vacation time, floating days, and company-observed holidays
 </li>
 <li>
 Paid Volunteer Time Off to dedicate your skills and time towards charitable activities
 </li>
 <li>
 From weekly breakfasts and monthly milestone celebrations to leadership-led panels, and, team-building events, we offer plenty of fun ways to connect&mdash;both in person and virtually
 </li>
 </ul>
 
 
 
</div>

Senior Director, Human Resources

Break Time Corner Market

Role Summary: Strategic HR leader responsible for driving people initiatives aligned with global business objectives. Partners with leadership to build high-performance culture, scalable HR frameworks, and talent strategies across markets.Key Responsibilities:<ul><li>Lead end-to-end HR strategy aligned with business goals</li><li>Oversee talent acquisition, onboarding, and workforce planning</li><li>Drive performance management and employee development programs</li><li>Implement HR policies, compliance, and best practices</li><li>Manage compensation, benefits, and rewards frameworks</li><li>Handle employee relations, conflict resolution, and engagement initiatives</li><li>Support leadership with HR analytics and decision-making insights</li><li>Lead organizational development and change management initiatives</li><li>Ensure compliance with labor laws and regulatory requirements</li><li>Mentor and manage the HR team</li></ul>Requirements:<ul><li>Bachelor&rsquo;s/Master&rsquo;s degree in HR, Business Administration, or related field</li><li>8&ndash;12+ years of HR experience, with leadership exposure</li><li>Strong knowledge of HR practices, labor laws, and compliance</li><li>Proven experience in strategic HR business partnering</li><li>Excellent communication, leadership, and problem-solving skills</li><li>Experience with HRIS and data-driven HR decision-making</li></ul>Preferred Skills:<ul><li>CHRP/CIPD or relevant HR certification</li><li>Experience in digital HR transformation or HR analytics</li><li>Strong stakeholder management and influencing skills</li></ul>If you want, I can tailor this JD specifically for Pakistan market, tech industry, or MNC-level roles.MNC level role with 2 liner role summary on topHere&rsquo;s a refined MNC-level JD with a sharp 2-line summary on top:Job Title: Senior Manager &ndash; Human ResourcesRole Summary: Strategic HR leader responsible for driving people initiatives aligned with global business objectives. Partners with leadership to build high-performance culture, scalable HR frameworks, and talent strategies across markets.Key Responsibilities:<ul><li>Partner with senior leadership to align HR strategy with regional and global business goals</li><li>Lead talent acquisition, succession planning, and leadership development initiatives</li><li>Drive performance management, employee engagement, and organizational effectiveness</li><li>Implement global HR policies, governance frameworks, and compliance standards</li><li>Oversee compensation, benefits, and benchmarking aligned with market competitiveness</li><li>Lead change management and transformation initiatives across business units</li><li>Utilize HR analytics and dashboards for data-driven decision making</li><li>Manage employee relations, ensuring a positive and compliant workplace culture</li><li>Collaborate with global HR teams on cross-border initiatives and best practices</li><li>Build and mentor high-performing HR teams</li></ul>Requirements:<ul><li>Master&rsquo;s degree in HR, Business Administration, or related discipline</li><li>10&ndash;15 years of progressive HR experience, preferably in multinational organizations</li><li>Strong exposure to global HR practices and matrix structures</li><li>In-depth knowledge of labor laws, compliance, and governance frameworks</li><li>Demonstrated experience in strategic HR business partnering</li><li>Excellent stakeholder management and influencing skills at senior levels</li><li>Strong analytical mindset with experience in HR metrics and reporting</li></ul>Preferred Qualifications:<ul><li>International certifications (e.g., CHRP, CIPD, SHRM)</li><li>Experience in HR digital transformation and HRIS implementation</li><li>Exposure to multi-country workforce managemen</li></ul>Job Type: Full-timePay: Up to Rs250,000.00 per monthApplication Question(s):<ul><li>Will you be able to work in night shift?</li></ul>Education:<ul><li>Master's (Required)</li></ul>Language:<ul><li>English (Required)</li></ul>Work Location: In person

Senior Manager - HR

SBH Fashion

<div>
 
 Job Title: Senior Director of Human Resources
 
 
 
 
 Position Overview
 
 
 
 Seeking a Senior Director of Human Resources to serve as the sole internal HR leader, owning and building the full HR function across the organization. This is a highly visible role that will partner closely with ownership, executive leadership, and an external HR consultancy firm to drive both strategic initiatives and day-to-day execution.
 
 
 This individual will operate as a true business partner, responsible for shaping the company&rsquo;s people strategy, talent-mapping throughout the organization, and implementing the infrastructure, processes, and tools needed to support continued growth.
 
 
 The ideal candidate brings a balance of strategic thinking and hands-on execution, with a strong ability to influence leadership, build scalable systems, and elevate organizational performance.
 
 
 Success will be measured through a combination of factors including optimization of human capital value and employee morale, reduction of risk, and reduction of turnover rate.
 
 
 
 Key Responsibilities:
 
 
 
 
 HR Leadership &amp; Business Partnership
 
 
 
 <ul>
 <li>
 Act as a trusted advisor to ownership and the executive team, providing guidance on organizational design, workforce planning, and people strategy
 </li>
 <li>
 Partner with senior leadership to align HR initiatives with broader business objectives, growth plans, and operational priorities
 </li>
 <li>
 Serve as the internal point of contact coordinating closely with the company&rsquo;s external HR consultancy firm
 
 
 </li>
 </ul>
 
 Organizational Development &amp; Effectiveness
 
 
 
 <ul>
 <li>
 Evaluate organizational structure, team design, and resource allocation to ensure efficiency and scalability
 </li>
 <li>
 Lead organizational development initiatives, including team assessments, role clarity, and rightsizing efforts
 </li>
 <li>
 Partner with leadership to identify gaps, improve productivity, and optimize team performance while managing costs
 
 
 </li>
 </ul>
 
 Performance Management &amp; Employee Development
 
 
 
 <ul>
 <li>
 Assess, design, and implement modern performance management frameworks, including evaluations, review cycles, and feedback processes
 </li>
 <li>
 Build and formalize accountability structures
 </li>
 <li>
 Drive a culture of continuous feedback, high performance, and professional development across the organization
 
 
 </li>
 </ul>
 
 Manager Coaching &amp; Leadership Enablement
 
 
 
 <ul>
 <li>
 Partner with middle and senior management to improve how they lead, manage, and develop their teams
 </li>
 <li>
 Provide ongoing coaching and guidance to managers on performance management, employee relations, and team engagement
 </li>
 <li>
 Elevate overall management capability across the organization through structured support and best practices
 
 
 </li>
 </ul>
 
 Talent Acquisition &amp; Workforce Planning
 
 
 
 <ul>
 <li>
 Manage the talent acquisition process, including headcount planning, role definition, and hiring prioritization
 </li>
 <li>
 Manage and optimize relationships with external recruiting agencies and partners
 </li>
 <li>
 Ensure hiring processes are efficient, consistent, and aligned with company standards and long-term objectives
 
 
 </li>
 </ul>
 
 Benefits &amp; Payroll Partnership
 
 
 
 <ul>
 <li>
 Partner closely with Finance on payroll processes and workforce cost planning
 </li>
 <li>
 Collaborate with external HR partners to manage employee benefits programs
 
 
 </li>
 </ul>
 
 HR Operations &amp; Infrastructure
 
 
 
 <ul>
 <li>
 Build, implement, and maintain foundational HR processes, policies, and systems
 </li>
 <li>
 Lead the revisions to and rollout of updated comprehensive employee handbook
 </li>
 <li>
 Ensure compliance with all federal, state, and local employment laws and regulations
 
 
 </li>
 </ul>
 
 Technology &amp; Process Innovation
 
 
 
 <ul>
 <li>
 Identify, evaluate, and implement appropriate HR technologies and systems to improve efficiency and decision-making
 </li>
 <li>
 Leverage data and analytics to inform strategic decisions and measure organizational health
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 <ul>
 <li>
 10+ years of progressive HR experience, with at least 3&ndash;5 years in a senior leadership role
 </li>
 <li>
 Experience operating as a standalone or lead HR function
 </li>
 <li>
 Strong background in organizational development, performance management, and talent strategy
 </li>
 <li>
 Proven ability to partner with executive leadership and influence decision-making
 </li>
 <li>
 Experience working with or managing external HR consultants and recruiting agencies
 </li>
 <li>
 Solid understanding of compensation, benefits, compliance, and HR operations
 </li>
 <li>
 Experience in fashion, apparel, consumer goods, or multi-brand environments strongly preferred
 </li>
 <li>
 Demonstrated interest in leveraging technology to enhance HR effectiveness
 </li>
 <li>
 Highly resourceful, hands-on, and comfortable operating in a fast-paced, evolving environment
 
 
 </li>
 </ul>
 Salary $175,000-$225,000
 
 
</div>

Senior Director of Human Resources

IntouchCX

About IntouchCX
 
IntouchCX is a global leader in customer experience management, digital engagement, and AI and automation solutions. We immerse ourselves in your world with curiosity, creativity, and innovation to deliver exceptional results. For over 20 years, we have scaled with soul to become a disruptive industry leader by building trusted long-term relationships with our brand partners and empowering our people to drive positive change.
 
About the Job
 
We are looking for an Assistant Manager, Human Resources Operations who will execute employment strategies and actions while meeting the business needs and compliance for all legal requirements.
 
As an Assistant Manager of HR Operations, You Will…
 
<ul>
<li>Research, implement and administer all company benefit plans</li>
<li>Lead a team of 4-5 employees</li>
<li>Responsible for executing all Human Resources Operations processes as per the agreed service level agreements with a high level quality in all deliverables</li>
<li>Maintain in-depth knowledge of statutory requirements related to HR, reducing risks and ensuring regulatory compliance all times</li>
<li>Develop and maintain Human Resources (HR) systems that meet HRMS personnel information needs</li>
<li>Prepare onboarding email templates for the employees</li>
<li>Stay up-to-date with innovative and creative ways of onboarding new employees</li>
<li>Strive for continuous improvements and work excellence on HR operational matters</li>
<li>Work closely with relevant key business leaders in building together a cost-efficient business operating culture for the organization and team</li>
<li>Oversee HR databases and internal software</li>
<li>Consult with line management providing HR guidance when appropriate</li>
<li>Analyze and monitor HR performance metrics and KPIs</li>
<li>Prepare periodic reports for management, as necessary and timely manner</li>
<li>Carry out tasks as assigned by the HR Senior Manager/Director</li>
</ul>
As an Assistant Manager of HR Operations, You Have…
 
<ul>
<li>3-4 years of relevant experience as an Onboarding Specialist or a similar role in the Human Resources Department</li>
<li>Strong experience working with Applicant Tracking Systems and Employee Onboarding Software</li>
<li>Good understanding of general Human Resources policies and procedures</li>
<li>Strong knowledge of various employment/labor laws</li>
<li>Ability to maintain sensitive and confidential information</li>
<li>Excellent verbal and written communication skills</li>
<li>Ability to manage and handle multiple tasks</li>
<li>Exceptional attention to detail</li>
<li>Must be able to identify and resolve problems in a timely manner</li>
<li>Strong decision-making skills</li>
</ul>

Assistant Manager, HR Operations

Ultimate Peaks Talent & Strategy

<div>
 
 Overview
 
 
 
 A large-scale, high-growth organization in Saudi Arabia (6,000+ employees) is entering a critical phase of transformation.
 
 
 The business has scaled rapidly and is now prioritizing
 
 organizational control, governance, and people effectiveness
 
 . This role is not a traditional HR leadership position &mdash; it is a
 
 turnaround and stabilization mandate
 
 at the core of the business.
 
 
 The successful candidate will be tasked with restoring structure, accountability, and performance across the organization, while building the foundation for future group-level capability.
 
 
 
 Key Responsibilities
 
 
 
 
 
 The Mandate
 
 
 
 
 This role carries a
 
 clear and immediate priority
 
 :
 
 
 
 Fix the organization. Stabilize it. Then build for scale.
 
 
 
 Key focus areas include:
 
 
 <ul>
 <li>
 Establishing strong HR governance and authority frameworks
 </li>
 <li>
 Regaining control over hiring, approvals, and decision rights
 </li>
 <li>
 Addressing talent disengagement and retention risks
 </li>
 <li>
 Enforcing organizational discipline and accountability
 </li>
 <li>
 Activating and embedding HR systems (ERP) and processes
 </li>
 <li>
 Partnering with leadership to ensure clarity of structure and reporting lines
 </li>
 <li>
 Supporting operational leaders in transitioning from informal to structured execution
 
 
 </li>
 </ul>
 
 
 Key Challenges
 
 
 
 
 The environment is complex and requires a leader who can operate under pressure:
 
 
 <ul>
 <li>
 Rapid growth without matching governance maturity
 </li>
 <li>
 Inconsistent hiring practices and approval structures
 </li>
 <li>
 Talent frustration due to lack of empowerment and clarity
 </li>
 <li>
 Underutilized systems and manual HR processes
 </li>
 <li>
 Functions operating beyond defined authority limits
 
 
 </li>
 </ul>
 This is a
 
 hands-on leadership role
 
 , not a purely strategic or policy-driven position.
 
 
 
 
 Group HR Strategy &amp; Governance
 
 
 
 
 <ul>
 <li>
 Define and implement the group-wide HR strategy aligned with business objectives
 </li>
 <li>
 Establish HR governance frameworks across all subsidiaries
 </li>
 <li>
 Standardize core HR policies, while allowing flexibility for business units
 
 
 </li>
 </ul>
 
 
 Organizational Design &amp; Workforce Planning
 
 
 
 
 <ul>
 <li>
 Design and optimize organizational structures across the group
 </li>
 <li>
 Lead workforce planning and headcount strategy
 </li>
 <li>
 Ensure alignment between business strategy and organizational capability
 
 
 </li>
 </ul>
 
 
 Leadership &amp; Talent Management
 
 
 
 
 <ul>
 <li>
 Build and implement leadership development frameworks
 </li>
 <li>
 Oversee succession planning for critical roles
 </li>
 <li>
 Partner with executives on talent decisions at senior levels
 
 
 </li>
 </ul>
 
 
 Performance &amp; Culture
 
 
 
 
 <ul>
 <li>
 Establish a group-wide performance management system
 </li>
 <li>
 Drive accountability, productivity, and performance culture
 </li>
 <li>
 Align culture across companies while respecting business differences
 
 
 </li>
 </ul>
 
 Compensation &amp; Rewards
 
 
 
 <ul>
 <li>
 Design and implement compensation and grading structures
 </li>
 <li>
 Ensure internal equity and market competitiveness
 </li>
 <li>
 Oversee incentives, bonus structures, and executive compensation frameworks
 
 
 </li>
 </ul>
 
 
 HR Operations &amp; Systems
 
 
 
 
 <ul>
 <li>
 Oversee HR operations across the group
 </li>
 <li>
 Ensure efficient HR systems, reporting, and data-driven decision-making
 </li>
 <li>
 Drive HR transformation and automation initiatives
 
 
 </li>
 </ul>
 
 
 Compliance &amp; Saudization
 
 
 
 
 <ul>
 <li>
 Ensure compliance with Saudi labor laws and regulations
 </li>
 <li>
 Lead Saudization strategy across the group
 </li>
 <li>
 Maintain strong governance in HR practices
 
 
 </li>
 </ul>
 
 Requirements
 
 
 
 <ul>
 <li>
 12-18+ years of experience in HR, with at least 5 years in a senior leadership role (CHRO)
 </li>
 <li>
 Experience in holding groups, multi-entity organizations, or complex structures
 </li>
 <li>
 Strong background in organizational design, HR governance, and transformation
 </li>
 <li>
 Proven ability to partner with C-level executives and boards
 </li>
 <li>
 Experience in Saudi Arabia is essential
 </li>
 <li>
 Strong leadership presence with the ability to influence senior stakeholders
 
 
 </li>
 </ul>
 
 Preferred Profile
 
 
 
 <ul>
 <li>
 Experience building HR functions from the ground up
 </li>
 <li>
 Exposure to logistics, operations, or large workforce environments
 </li>
 <li>
 Strong strategic thinking combined with hands-on execution
 
 
 </li>
 </ul>
 
 Benefits
 
 
 
 <ul>
 <li>
 Opportunity to shape and build the HR function at group level
 </li>
 <li>
 Direct impact on leadership, structure, and long-term growth
 </li>
 <li>
 Work closely with executive leadership on critical strategic initiatives
 </li>
 </ul>
</div>

Chief Human Resources Officer (CHRO)

Loinde Strategic Ventures

Job Title: Director of Global OperationsAbout the RoleLoinde Strategic Ventures is seeking a highly experienced Director of Global Operations to lead and scale our international operations across multiple regions. This is a senior executive-level opportunity for a strategic leader who thrives in fast-paced, cross-border business environments and is passionate about building operational excellence at a global scale.If you are a results-driven leader with strong international experience, this role offers the opportunity to shape global systems, optimize performance, and directly influence company growth across multiple markets.Why This Role Is Attractive<ul><li>Executive-level leadership position with global impact</li><li>Opportunity to build and optimize international operations from the ground up</li><li>High-level strategic decision-making authority</li><li>Competitive executive compensation package</li><li>Long-term growth into C-suite leadership roles</li></ul>Key Responsibilities<ul><li>Lead global operational strategy across multiple regions and business units</li><li>Develop and implement scalable systems, processes, and performance frameworks</li><li>Oversee international expansion and operational integration</li><li>Manage cross-functional teams across operations, finance, HR, and logistics</li><li>Drive efficiency, cost optimization, and service excellence</li><li>Establish KPIs and ensure performance accountability across regions</li><li>Partner with executive leadership on strategic planning and execution</li><li>Ensure compliance with international operational standards and governance</li></ul>Requirements<ul><li>10+ years of senior leadership experience in operations, strategy, or general management</li><li>Proven experience managing multi-country or international operations</li><li>Strong background in process optimization and organizational scaling</li><li>Excellent leadership, communication, and stakeholder management skills</li><li>Experience in corporate strategy, business transformation, or consulting is an advantage</li><li>Bachelor&rsquo;s degree required; MBA or equivalent preferred</li><li>Ability to work in a global, fast-paced executive environment</li></ul>About Loinde Strategic VenturesLoinde Strategic Ventures is an international-focused business group engaged in strategic investments, operational development, and global business expansion. We focus on building scalable, high-impact business operations across multiple industries and regions.Why Work With UsAt Loinde Strategic Ventures, you will be part of a forward-thinking leadership team committed to global expansion, operational excellence, and innovation. We value strategic thinkers who can turn vision into execution and drive measurable global impact.Call to ActionIf you are a senior operations leader ready to take on a global executive challenge, we encourage you to apply now and become part of a growing international venture shaping future business operations.Job Type: Full-timePay: RO4,000.000 - RO8,000.000 per monthWork Location: In person

Director of Global Operations

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