In this position, you will:

As a Senior Executive, Human Resources, you will play a key role in developing and executing HR strategies while overseeing day-to-day HR operations. You will support the organization in attracting, developing, engaging, and retaining top talent while ensuring compliance with employment regulations and company policies.

You will partner with business leaders to drive workforce planning, talent acquisition, learning and development, talent management, employee engagement, performance management, and continuous process improvement initiatives. Your role will contribute to building a high-performing workforce and enhancing the overall employee experience in alignment with organizational objectives.

You will be responsible for:
HR Strategy & Workforce Planning

Develop and monitor HR performance metrics, KPIs, and workforce analytics.
Analyze HR data to identify trends, risks, and opportunities for improvement.
Prepare HR reports, dashboards, and presentations for management review.
Partner with department heads to support workforce planning and manpower forecasting.
Support the development and implementation of HR strategies aligned with business objectives.

Talent Acquisition & Employer Branding

Manage end-to-end recruitment activities including sourcing, screening, interviewing, and onboarding.
Develop and implement recruitment strategies to attract high-quality talent.
Conduct market research on hiring trends, salary benchmarking, and talent availability.
Strengthen employer branding initiatives to position the organization as an employer of choice.
Build and maintain talent pipelines to support current and future hiring needs.

Learning & Development

Identify organizational, departmental, and individual learning needs.
Design, coordinate, and evaluate learning and development programs.
Facilitate training initiatives, workshops, and leadership development programs.
Monitor training effectiveness and recommend continuous improvements.
Support the implementation of competency-based development initiatives.
Manage training records, budgets, and development plans.

Talent Management

Support talent review, succession planning, and high-potential employee development initiatives.
Develop and implement career development and growth frameworks.
Partner with leaders to identify critical talent and development opportunities.
Monitor talent movement, retention trends, and workforce capabilities.
Support organizational capability-building initiatives to meet future business needs.
Drive employee development strategies to strengthen internal talent pipelines.

Performance Management

Manage and administer the performance management cycle.
Ensure performance objectives are aligned with business goals and organizational priorities.
Provide guidance to managers and employees on performance-related matters.
Support calibration exercises and performance evaluation processes.
Implement feedback mechanisms to promote continuous improvement and employee growth.

Employee Benefits & Claims Management

Administer employee benefits and insurance programs in accordance with company policies and statutory requirements.
Manage employee claims including medical, travel, and other reimbursements.
Liaise with insurance providers and external vendors to ensure effective service delivery.
Review and recommend enhancements to employee benefits programs where appropriate.

HR Operations & Compliance

Ensure compliance with labor laws, employment regulations, and company policies.
Maintain and enhance HR policies, procedures, employment contracts, and documentation.
Support HR digitalization and automation initiatives to improve operational efficiency.
Manage employee records and HR systems with accuracy and confidentiality.
Support internal and external audits related to HR matters.

Employee Engagement & Culture

Plan and execute employee engagement activities, wellness programs, and organizational events.
Coordinate team-building initiatives, workshops, and networking sessions.
Support employee communication and organizational culture initiatives.
Promote diversity, equity, and inclusion (DEI) programs across the organization.
Drive initiatives that enhance employee experience and workplace satisfaction.

Payroll, Documentation & Process Improvement

Support payroll administration activities and ensure data accuracy.
Generate HR operational reports to support management decision-making.
Review existing HR processes and recommend improvements to enhance efficiency and effectiveness.
Maintain accurate HR records, reports, and documentation.

Task Force & Cross-Functional Initiatives

Participate in special projects, committees, and task forces as assigned.
Collaborate with internal stakeholders on organization-wide initiatives.
Support ESG, HSE, CSR, and other corporate programs in line with company objectives.
Undertake additional responsibilities as assigned by management.

For you to be successful:

Proven experience in HR operations, talent acquisition, learning and development, and talent management.
Strong understanding of workforce planning, performance management, and employee development practices.
Experience in succession planning, competency development, and career management frameworks.
Strong analytical, problem-solving, and decision-making skills.
Excellent communication, facilitation, and stakeholder management abilities.
Proficiency in HR systems, HR analytics, payroll administration, and Microsoft Office applications.
Sound knowledge of employment legislation and HR best practices.
Ability to work independently, manage multiple priorities, and meet deadlines in a fast-paced environment.

You will require the following qualifications and skills:

Bachelor's Degree in Human Resources, Business Administration, Psychology, Organizational Development, or a related field.
4 – 7 years of relevant experience in Human Resources, Talent Management, Learning & Development, Organizational Development, or related areas.
Experience in performance management, competency framework development, succession planning, and employee engagement initiatives will be an added advantage.
Professional HR certifications will be an added advantage.
Exposure to the Oil & Gas Consulting industry is an added advantage.

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