TalentXD

Human Resources

• Lead and develop the HR Business Partnering and HR Operations teams, setting clear priorities, standards and expectations
• Own and continuously evolve the HR operating model, including ownership, accountability and service standards
• Establish processes for case management, escalation, employee support and HR service delivery
• Align HR resources, priorities and budgets with business requirements
• Develop capability and future leadership within the HR team
• Provide leadership and direction to HR Business Partners as commercially minded advisors
• Act as senior escalation point for complex employee relations, organisational change, performance matters and sensitive employee situations
• Coach and support HR Business Partners in stakeholder management, performance management, talent reviews and complex employee matters
• Partner with senior leaders and managers on HR strategy, organisational effectiveness and employee-related risks
• Support organisational change, restructuring and evolving workforce requirements
• Strengthen manager capability in performance, feedback, employee relations and people leadership
• Own the quality and consistency of the employee experience across the full employee lifecycle
• Drive operational excellence across onboarding, contracts, role changes, absence, employee relations, case management and offboarding
• Standardise documentation, policies, workflows and approval processes across locations
• Ensure HR processes are governed, documented and compliant across relevant jurisdictions
• Partner with Legal and local specialists on employment legislation and complex employee matters
• Improve HR processes, HRIS workflows, reporting, data quality and self-service
• Use HR data and operational insight to identify trends and improvement opportunities
• Introduce automation and standardisation across HR processes
• Leverage AI and technology to improve scalability, efficiency and employee experience
• Establish and monitor HR KPIs, service levels and operational metrics
• Support performance management, talent reviews and succession planning
• Work with Talent Acquisition, Learning & Development and other People functions on a joined-up employee experience
• Build trusted relationships with senior executives, functional leaders and managers
• Provide senior leadership with insight into HR performance, organisational risks, recurring employee issues and recommended interventions
• Balance employee advocacy with commercial judgement and governance
• Act as a visible and credible HR leader across the organisation

Head of HR