Strategic HR Manager (Group Level)

Strategic HR Manager (Group Level)Reports to: Group Chief Human Resources Officer (CHRO) or Group CEODepartment: Group Human ResourcesAbout the Group[Insert a brief, compelling description of the holding company or conglomerate. Mention the diversity of business units, geographical spread, number of employees, and core strategic vision. Emphasize complexity and scale.]*Example: "Our Group is a diversified global leader with operations in over 20 countries across three continents. We own a portfolio of market-leading brands in the manufacturing, technology, and services sectors, employing over 10,000 people worldwide. Our strategy is driven by integration, innovation, and sustainable growth."*Position OverviewWe are seeking a highly strategic and impactful HR Manager to operate at the Group level. This is not a transactional HR role; it is a key strategic position designed to shape and execute the people agenda across our entire portfolio. You will act as a trusted advisor to group leadership and a strategic partner to HR teams within our operating companies (OpCos). Your primary mission is to ensure our human capital strategy is fully aligned with and accelerates the Group’s long-term business objectives.Key Responsibilities1. Group-Wide HR Strategy & Governance:

• Develop, implement, and own the Group’s multi-year HR strategy, focusing on talent, leadership, performance, and culture.
• Design and implement group-level HR policies, standards, and frameworks to ensure consistency, compliance, and best practice across all business units.
• Monitor and report on key group-wide HR metrics and KPIs to the Executive Committee and Board.

2. Strategic Business Partnering:

• Serve as the primary HR strategic partner to the Group’s senior leadership team (outside of the CHRO).
• Consult with and challenge business unit CEOs and MDs on organizational design, succession planning, and senior talent management.
• Facilitate cross-business unit collaboration and talent mobility.
  

3. Talent & Leadership Development:

• Architect and oversee the Group’s high-potential and succession planning programs, identifying and developing future leaders.
• Design and deliver group-wide leadership development initiatives.
• Create frameworks for critical talent acquisition, retention, and mobility strategies.

4. Performance & Reward Architecture:

• Design group-wide performance management systems that drive a high-performance culture.
• Develop strategic compensation & benefits frameworks, including executive compensation, incentive schemes, and equity-based plans, ensuring alignment with Group goals.
• Conduct benchmarking and ensure competitiveness and internal equity.

5. Organizational Development & Change Management:

• Lead complex, group-wide change initiatives (e.g., M&A integration, major restructuring, cultural transformation).
• Diagnose organizational health and design interventions to improve effectiveness, engagement, and collaboration across the Group.
• Foster and define the Group’s core values and desired culture.

6. HR Functional Leadership:

• Provide expert guidance, support, and mentorship to HR Directors within the operating companies.
• Drive the adoption of HR technology and analytics at the Group level to enable data-driven decision-making.
• Manage relationships with external consultants and vendors for group-wide HR projects.

Qualifications & ExperienceEssential:

• Master’s degree in Human Resources, Business Administration, or a related field.
• Minimum of 10+ years of progressive HR experience, with at least 5 years in a strategic, group-level, corporate-level, or senior business partner role in a multi-business unit or international organization.
• Proven track record of developing and executing successful HR strategies that delivered tangible business results.
• Deep expertise in talent management, leadership development, organizational design, and change management.
• Strong financial and business acumen, with the ability to interpret financial statements and understand market dynamics.
• Excellent stakeholder management and influencing skills at the C-suite level.
• Experience with HRIS and advanced HR analytics.

Highly Desirable:

• Professional HR certification (e.g., CIPD, SHRM-SCP, SPHR).
• Experience in a conglomerate, private equity-backed, or highly diversified group.
• International work experience and sensitivity to cross-cultural dynamics.
• Project management certification (e.g., PRINCE2, PMP).

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