Job Purpose

The Director of HR CoE is responsible for designing, developing, and overseeing the execution of high-impact HR strategies and frameworks. This role acts as a strategic architect for the organization’s talent ecosystem, ensuring that recruitment, leadership development, and cultural initiatives are fully aligned with the company’s vision, mission, and long-term business goals.

Key Responsibilities

• Recruitment Policy & Standards: Define the overarching recruitment strategy and selection standards to ensure high-quality hiring across Corporate, Oil, and Non-oil units.

• TA Performance Oversight: Monitor and evaluate the effectiveness of the talent acquisition process at a group level, ensuring the recruitment engine supports business agility and ROI.

• Leadership Development Framework: Establish policies and assessment tools to identify and develop leadership competencies required for both current operations and future strategic shifts.

• Succession Planning & HiPo: Design the framework for identifying High-Potential (HiPo) talent and managing Succession Planning for critical roles across all business units.

• Career Architecture: Define structured career paths and internal mobility frameworks to foster talent growth and long-term retention within the group.

• Performance Management Architecture: Design and govern the Performance Management System (PMS) framework. Focus on defining how performance is measured and tracked across different business types (Oil vs. Non-oil) to ensure alignment with corporate goals.

• Organizational Design: Lead initiatives related to organizational structure reviews, role clarity, and agility to ensure the company remains competitive and efficient.

• Strategic Change Management: Act as a lead for large-scale organizational change initiatives to improve overall organizational health and efficiency.

4. Culture & Employee Engagement

• Culture Transformation: Define and drive the organizational culture and core values, ensuring a unified "One Company" identity while respecting the operational nuances of the Oil and Non-oil sectors.

• Engagement Strategy: Oversee the group-wide employee engagement framework and survey methodologies. Analyze data to provide high-level insights into organizational climate and morale.

• Sustainable Culture Initiatives: Design long-term programs that promote a high-performance mindset and foster deep-rooted organizational commitment.

5. Strategic Analytics & Executive Advisory

• People Analytics: Establish a data-driven approach to HR by providing advanced analytics and strategic reports to the executive team to support business planning.

• Policy Governance & Communication: Ensure all COE-related policies are clearly communicated and effectively adopted by various business units, providing expert guidance to senior leadership on complex people and organizational issues.

Qualifications

• Experience: 15+ years in Human Resources, with a strong track record in leading COE functions

• Industry Knowledge: Proven ability to manage HR strategies across diverse sectors, preferably in Energy (Oil) and Retail/Service (Non-oil).

• Strategic Architecture: Expertise in designing scalable frameworks and policies that can be localized by HRBPs in different business units.

• Analytical Thinking: Strong capability in using data to measure the ROI of talent and culture initiatives.