Head - Human Resources - Aerospace

Role Overview:

The selected candidate will serve as a strategic HR leader for the Aerospace division, working closely with the executive leadership team, business heads, and functional stakeholders to shape and drive the human capital agenda. The role will focus on building a high-performance culture, strengthening leadership capability, improving workforce effectiveness, and ensuring that HR strategies directly support business growth and operational excellence.

This mandate requires an HR professional who can operate at both strategic and execution levels, translating long-term business priorities into practical people interventions across talent acquisition, performance management, leadership development, succession planning, employee engagement, and organizational culture. The individual will play a critical role in enabling the organization to attract specialized talent, retain high-performing teams, and support delivery in a demanding aerospace environment.

Key Responsibilities:

• Partner with business leaders to translate long-term corporate and divisional objectives into actionable HR strategies that support growth, productivity, and operational efficiency.
• Lead talent acquisition strategy for specialized engineering, technical, manufacturing, and project-based roles, ensuring a strong pipeline for business-critical requirements.
• Design and implement performance management systems that drive accountability, technical excellence, leadership ownership, and measurable business outcomes.
• Lead organization development initiatives focused on safety, compliance, continuous improvement, collaboration, and high-performance ways of working.
• Build leadership development and succession planning frameworks to identify, develop, and retain high-potential talent across the division.
• Drive employee engagement, retention, and employee relations initiatives to maintain morale and minimize attrition in a competitive talent market.
• Work closely with leadership teams to assess workforce capability, identify organizational risks, and implement interventions that improve effectiveness and scalability.
• Use HR metrics, workforce analytics, and business insights to guide decision-making and track the impact of HR initiatives.
• Engage directly with engineering teams, operations, and shop-floor stakeholders to understand workforce realities and drive meaningful cultural and operational change.