Role Overview:

The organisation is seeking a senior HR leader to head the Learning & Organisation Development (L&OD) function while also serving as the Strategic HR Business Partner for Corporate Functions.

The role will partner closely with senior leadership to align people strategy with business priorities and will be responsible for driving organisation-wide initiatives across leadership development, capability building, talent management, employee engagement, employee experience, onboarding and organisational effectiveness.

The position will also oversee corporate administration and key employee-facing services, ensuring an effective and seamless workplace experience.

Key Responsibilities:

1. Strategic HR Business Partnering:

- Partner with senior leaders across Corporate Functions to understand business priorities and translate them into effective people strategies.

- Act as a trusted HR advisor on organisation design, workforce planning, talent, performance, capability and employee matters.

- Drive initiatives around performance, talent development, engagement, retention and career growth.

- Support functional leaders in building high-performing teams and future-ready capabilities.

- Use workforce and employee insights to proactively identify people-related risks and opportunities.

- Partner with Talent Acquisition on senior, niche and business-critical hiring requirements.

2. Learning & Organisation Development:

- Develop and lead the organisation-wide L&OD strategy, annual calendar and capability-building agenda.

- Design and implement structured learning journeys and organisation-wide capability interventions.

- Lead leadership development and succession planning initiatives to build a strong pipeline of current and future leaders.

- Identify organisation and function-specific capability gaps and design relevant behavioural and functional interventions.

- Strengthen internal mobility, career development and cross-functional talent movement.

- Establish frameworks and metrics to measure learning effectiveness and business impact.

3. Employee Engagement & Experience:

- Lead the organisation-wide employee engagement and employee experience agenda.

- Drive engagement surveys, action planning and effective follow-through.

- Own the onboarding and induction experience across the organisation.

- Develop initiatives that strengthen organisational culture, employee connection and engagement.

- Partner with relevant stakeholders and service providers on employee wellbeing and support initiatives.

- Strengthen the overall employee value proposition and workplace experience.

4. Organisation Effectiveness & Talent:

- Drive organisation design, workforce planning, role clarity and organisational effectiveness in partnership with business leaders.

- Partner with HR COEs to deliver integrated people solutions.

- Establish and track metrics covering learning effectiveness, leadership readiness, engagement, internal mobility and people outcomes.

- Lead people and change interventions during organisational transformation, growth and integration initiatives.

- Build and develop a high-performing L&OD / HRBP team.

5. Corporate Administration & Employee Services:

- Oversee corporate administration and employee-facing workplace services.

- Manage workplace requirements, seating arrangements and related employee infrastructure.

- Oversee employee insurance administration and other employee support services.

- Manage external vendors and ensure adherence to service standards.

- Drive service quality, governance and cost optimisation across corporate administration and employee-facing services.

6. Financial & Governance Responsibilities:

- Partner with Finance and functional leaders on manpower planning, people costs and capability investments.

- Manage and optimise L&OD and employee engagement budgets.

- Evaluate the ROI and effectiveness of learning, leadership, engagement and organisation development initiatives.

- Identify opportunities to improve organisational effectiveness while ensuring investment in critical talent and capabilities.

- Optimise costs associated with corporate administration, employee services, insurance and external vendors.

Key Deliverables:

- Lead and institutionalise the organisation-wide L&OD and capability-building agenda.

- Build a strong leadership development and succession pipeline.

- Drive organisation-wide employee engagement and employee experience initiatives.

- Establish a consistent and effective onboarding and induction framework.

- Strengthen internal mobility and career development.

- Serve as a strategic HRBP to Corporate Functions on talent, organisation and people priorities.

- Drive organisation design, workforce planning and organisational effectiveness.

- Establish meaningful people metrics and measure the impact of HR interventions.

- Support organisational transformation and change initiatives.

- Build and develop a high-performing L&OD / HRBP team.

- Ensure effective management of corporate administration and employee-facing workplace services.

Candidate Profile:

Education:

- MBA / Postgraduate qualification from a premier B-School.

Experience:

- 15+ years of overall HR experience.

- Strong experience across HR Business Partnering, Learning & Organisation Development and Leadership Development.

- Experience in a large, complex and high-growth organisation preferred.

- Experience within the FMCG / Consumer sector would be advantageous.

Functional Competencies:

- Strategic HR Business Partnering

- Learning & Organisation Development

- Leadership Development & Succession Planning

- Talent Management & Career Development

- Organisation Development & Organisation Effectiveness

- Employee Engagement & Employee Experience

- Performance Management

- Stakeholder Management

- Strategic Thinking & Business Acumen

- Change Management

- Capability Building & Learning Needs Analysis

- Learning Measurement & Effectiveness

- People Analytics and Data-driven Decision Making

Behavioural Competencies:

- Strategic & Enterprise Mindset: Ability to connect people priorities with overall business strategy.

- Business Partnership & Influence: Strong stakeholder management and ability to influence senior leaders.

- Collaborative Leadership: Ability to build strong cross-functional relationships and drive collective ownership.

- Execution Orientation: Strong focus on translating strategy into measurable outcomes.

- Change Agility: Ability to operate effectively in a dynamic and evolving environment.

- People Leadership: Ability to build, motivate and develop high-performing teams.

- Learning Orientation: Strong commitment to building future-ready organisational capabilities.