Global HR Transformation Director

Xpedient Services seeks an exceptional Global HR Transformation Director to lead its global HR operations, leveraging their extensive experience in the power or energy sector. This dynamic leader will develop and execute a comprehensive HR strategy, driving cultural transformation initiatives and fostering a high-performance culture.

The ideal candidate will have a proven track record in strategic planning, talent management, organizational development, and cultural transformation, including managing international HR operations in a multinational organization. They will oversee the end-to-end recruitment process, implement workforce planning strategies, and establish robust employee relations frameworks.

Key Responsibilities:

• Develop and execute the global HR strategy aligned with the company's business goals, focusing on talent acquisition, employee engagement, diversity & inclusion, leadership development, and succession planning.
• Partner with the executive leadership team to influence and support business strategies through people-centric solutions.
• Drive cultural transformation initiatives to foster a strong, inclusive, and performance-driven organizational culture.

Talent Acquisition & Workforce Planning:

• Oversee the end-to-end recruitment process, ensuring the organization attracts and retains top-tier talent globally, with a focus on technical expertise relevant to the power/energy industry.
• Implement workforce planning strategies to identify current and future talent needs, address skill gaps, and support business growth initiatives.

Employee Relations & Compliance:

• Establish robust employee relations frameworks to manage grievances, resolve conflicts, and maintain a harmonious work environment.
• Ensure compliance with international labor laws, health and safety regulations, and ethical employment practices across all operating regions.

Learning & Development:

• Design and implement comprehensive learning and development programs to build leadership capability, technical expertise, and soft skills across the organization.
• Promote continuous learning and professional development opportunities, tailored to the evolving needs of the business and the energy sector.

Compensation & Benefits Management:

• Oversee the development of competitive compensation and benefits structures that align with market benchmarks and support employee retention.
• Manage performance management systems to ensure objective evaluation of employee contributions, linking performance to rewards effectively.

HR Analytics & Technology:

• Leverage HR analytics and data-driven insights to inform strategic decisions related to workforce productivity, employee engagement, and talent management.
• Drive the digital transformation of HR processes, ensuring the effective implementation of HR technologies and systems.

Requirements:

• A Bachelor's degree in Human Resources Management, Business Administration, Industrial Relations, or a related field.
• A Master's degree in HR, MBA, or related discipline is highly preferred.
• Professional certifications such as CIPD, SHRM-SCP, SPHR, or equivalent are advantageous.

Experience:

• Minimum of 12-15 years of progressive HR leadership experience, with at least 5 years in a senior HR role within the power or energy sector.
• Demonstrated experience in managing international HR operations in a multinational organization.
• Proven track record in strategic HR planning, talent management, organizational development, and cultural transformation.

Skills & Competencies:

• Exceptional leadership and people management skills with the ability to inspire and influence at all organizational levels.
• Strong business acumen with a deep understanding of the power/energy industry's dynamics.
• Excellent communication, negotiation, and conflict-resolution skills.
• Proficiency in HR technologies, HRIS systems, and data analytics tools.
• High level of emotional intelligence, integrity, and professionalism.

KPIs:

• Alignment of HR strategy with business goals and measurable outcomes.
• Talent acquisition efficiency (time-to-hire, quality of hire, retention rates).
• Employee engagement and satisfaction scores.
• Leadership development and succession readiness metrics.
• Compliance with labor laws and reduction in employee-related legal risks.
• Implementation and effectiveness of diversity, equity, and inclusion initiatives.