Senior Human Resources Manager

We are seeking a Senior Manager, Human Resources for a leading advanced manufacturing and energy group. This is the most senior HR role in the organisation , reporting directly to the General Manager. As a standalone function head, the role will establish the entire HR structure from the ground up—shaping people strategy, culture, and operations across a portfolio of dynamic, innovation-driven businesses.

This is a foundational opportunity to architect the HR vision for a multi-entity industrial group operating at the intersection of engineering, design, and energy technology. The Group Head of HR will act as a strategic advisor to the executive team while simultaneously designing and implementing core HR systems, policies, and values across all group companies. This role is pivotal in aligning people practices with the group’s rapid growth trajectory and innovation-focused culture.

Key Responsibilities:

• Design and implement group-wide HR architecture, including policies, frameworks, and compliance systems.
• Build a unified company culture while respecting the distinct needs of each group entity.
• Partner with the CEO and leadership teams to define talent strategy, succession planning, and organisational development.
• Drive recruitment and employer branding strategies to attract top-tier talent across technical and commercial functions.
• Establish performance management, learning & development, and compensation structures aligned with strategic goals.
• Ensure legal and regulatory compliance across all jurisdictions of operation.

Must-Have Qualifications :

• Minimum 10 years of HR leadership experience, ideally in an industrial, technology, or manufacturing setting.
• Proven ability to build HR functions from scratch in multi-entity or group structures.
• Strong command of both strategic and operational HR disciplines.
• Experience working directly with senior executives and board-level stakeholders.
• Experience in scaling HR operations across international or cross-functional teams.
• Familiarity with engineering or energy-tech sectors.

Key KPIs:

• Group-wide HR system deployment.
• Talent acquisition success rate and time-to-hire metrics.
• Leadership satisfaction with HR partnership (quarterly surveys).
• Organisational health indicators (retention, engagement, compliance).
• Delivery of unified performance and reward frameworks across all group companies.

Rainmaker Note: This is a rare greenfield HR leadership opportunity to shape a group’s people strategy at both cultural and operational levels.