Position Overview

- The HR Leader will be responsible for leading the HR function to support companies rapid growth. This role will drive HR strategy with a focus on talent management, organizational development, and leadership development initiatives.

- As a member of the HR leadership team, this person will design and execute strategies to build a high-performing workforce and align HR practices with the company's business goals. The role will be instrumental in shaping employees strategy, with a particular focus on driving talent initiatives that enable business growth and organizational transformation.

Key Responsibilities

1. HR Strategy & Leadership:

- Develop and implement forward-looking HR strategies that drive business outcomes and align with the organization's rapid expansion.

- Provide strategic HR leadership to senior management, acting as a key advisor on people-related matters.

2. Talent Management & Workforce Planning:

- Lead comprehensive talent management initiatives, including workforce planning, succession planning, and leadership development programs, to build a future-ready organization.

- Develop high-potential programs that foster leadership pipelines, focusing on identifying, developing, and retaining top talent.

3. Organizational Development & Change Management:

- Spearhead organizational restructuring efforts and drive initiatives to optimize company structure and enhance organizational performance.

- Lead HR's role in managing change, ensuring smooth execution of transformation projects, including digital transformation and other organizational shifts.

4. Leadership Development & Employee Engagement:

- Oversee the design and implementation of leadership development programs to strengthen the company's leadership capability and support Rodic's high-growth trajectory.

- Develop and execute employee engagement strategies aimed at enhancing the employee experience, improving retention, and building a strong organizational culture.

5. Performance Management & Career Development:

- Build robust performance management frameworks that align individual goals with business objectives, promoting a culture of accountability and continuous development.

- Drive initiatives for career pathing and development, ensuring employees have clear growth opportunities within the company.

6. Learning & Development Strategy:

- Create and oversee comprehensive learning and development programs that upskill employees, foster continuous learning, and ensure the workforce is equipped to meet future challenges.

- Ensure the HR team proactively supports the development needs of employees across all levels.

7. Diversity, Equity, & Inclusion:

- Lead the company's efforts in promoting a diverse and inclusive work environment, fostering equity across all levels of the organization.

8. Compensation & Benefits Strategy:

- Oversee compensation benchmarking and design reward strategies to ensure the company attracts, motivates, and retains top talent while staying competitive in the market.

Key Qualifications

- Experience: 12+ years of progressive HR leadership experience with a strong focus on talent management, organizational development, and HR strategy. Experience in engineering, infrastructure, or similar industries is preferred.

- Education: Bachelor's or Master's degree in Human Resources, Business Administration, or related field.

- Leadership Skills: Proven track record of leading HR teams and driving strategic initiatives, with a focus on mentoring and developing HR professionals.

- HR Expertise: Expertise in organizational design, leadership development, workforce planning, and strategic HR initiatives. Strong knowledge of HR best practices and labor laws.

- Communication: Exceptional interpersonal and communication skills with the ability to influence and build relationships with stakeholders across all levels.

- Strategic Thinking: Ability to think long-term and align HR initiatives with overall business goals, particularly in a fast-paced, high-growth environment.

- Change Management: Experience leading large-scale organizational changes, especially in dynamic and high-growth settings.