Vice President - Human Resources

The Vice President – Human Resources (VP HR) provides executive leadership for the organisation’s human capital strategy.

JOB SUMMARY

The Vice President – Human Resources (VP HR) provides executive leadership for the organisation’s human capital strategy. The role partners closely with the Executive Leadership Team to ensure the organisation attracts, develops, and retains the talent required to support operational excellence and long-term growth.
The VP HR operates within a manufacturing environment requiring strong industrial relations stability, improved workforce productivity, and enhanced leadership capability to support sustainable growth.The VP HR is responsible for strengthening leadership capability, driving a high-performance culture, maintaining stable industrial relations, and ensuring that HR policies, systems, and practices align with the organisation’s strategic and operational objectives.

The VP HR will be accountable for:
(1) Building a high-performance leadership culture
(2) Stabilising and strengthening industrial relations
(3) Improving quality of hire and bench strength in critical roles
(4) Aligning workforce capability with the organisation’s growth strategy

JOB RESPONSIBILITIES

1. Strategic Human Capital Leadership

• Partner with executive leadership to develop and drive the human capital strategy aligned to business objectives
• Lead workforce planning, leadership succession, and organisational capability development
• Advise leadership on people-related risks and workforce trends

2. Organisational Effectiveness & Leadership Development

• Drive initiatives to strengthen leadership capability and management effectiveness
• Lead organisational design to align structure with strategic prior
• ities and operational needs
• Develop succession planning frameworks for key roles
• Enable and hold leaders accountable for effective people management and coaching practices
• Promote leadership behaviours aligned with organisational values

3. Learning & Development / Capability Building

• Develop and drive the organisation’s learning and development strategy aligned to business priorities
• Identify critical capability gaps and implement targeted development programs across leadership and operational levels
• Establish structured training frameworks to support technical, supervisory, and leadership development
• Ensure training initiatives translate into measurable improvements in performance and productivity
• Partner with business leaders to build internal capability aligned to growth and succession needs

4. Talent Acquisition & Workforce Planning

• Oversee recruitment strategies aligned with business needs
• Strengthen hiring frameworks to improve quality and fit in critical roles
• Partner with business leaders to identify workforce needs
• Ensure effective onboarding processes to support early success

5. Performance Management & Culture

• Drive performance management systems aligned to organisational goals
• Oversee performance review processes, KPIs, and incentive frameworks
• Ensure consistent accountability for performance, including management of underperformance
• Support leaders in addressing performance challenges
• Drive employee engagement aligned to performance, retention, and organisational culture
• Monitor engagement levels and implement targeted actions to address key drivers of disengagement
• Drive a culture of accountability, professionalism, and continuous improvement

6. Industrial Relations & Employee Relations

• Lead and be accountable for the organisation’s Industrial Relations strategy
• Manage engagement with unions and employee representatives
• Lead collective bargaining negotiations and oversee labour agreements
• Oversee resolution of grievances, disciplinary matters, and workplace investigations
• Ensure compliance with labour laws and employment regulations

7. Compensation, Benefits & Reward Strategy

• Oversee compensation and benefits frameworks aligned with market practices
• Ensure reward structures drive performance, retention, and alignment with organisational priorities
• Provide guidance on incentive and recognition programs

8. HR Governance & Compliance

• Ensure compliance with labour laws and regulatory requirements
• Oversee development and implementation of HR policies
• Identify, assess, and mitigate HR-related risks, including Industrial Relations risks
• Provide oversight of workplace investigations and disciplinary matters

9. HR Leadership & Operations

• Provide leadership and oversight of the HR function and team
• Ensure effective HR service delivery across the organisation
• Establish and enforce HR service delivery standards, including SLAs, turnaround times, and performance tracking
• Build and embed HR analytics capability to support data-driven decision-making, workforce planning, and performance management
• Lead the implementation of HR systems and automation to improve efficiency, scalability, and service delivery
• Oversee HR systems, processes, and resources

QUALIFICATIONS AND EXPERIENCE: