Kenny's Group - Senior Manager - Corporate HR

Kenny's Group - Senior Manager - Corporate HR ($2500 per month)

Role Overview:

The Corporate HR Manager will drive corporate human capital strategies, standardizing HR policies, and supporting executive leadership across multiple business units and subsidiaries within the conglomerate. This role serves as a strategic bridge between corporate governance and decentralized operational entities, ensuring alignment on talent management, organizational design, total rewards, labor compliance, and corporate culture.

The ideal candidate brings extensive experience navigating complex, multi-industry organizational structures, managing matrixed stakeholders, and leading cross-entity HR transformations.

Group HR Governance, Policies & SOPs:

- Policy Architecture & Governance: Design, author, update, and maintain the central Group HR Policy Handbook and Code of Conduct, ensuring alignment with corporate vision and multi-jurisdictional labor laws.

- Standard Operating Procedures (SOPs): Establish and standardize end-to-end HR SOPs across the employee lifecycle (recruitment, onboarding, offboarding, discipline, mobility, grievance handling) for both corporate center and BU adoption.

- SOP Audit & Compliance: Conduct periodic HR compliance and process audits across BUs to verify adherence to group policies, statutory requirements, data privacy (e.g., GDPR/local data protection), and risk mitigation protocols.

- Policy Delegation Matrix: Define clear delegation of authority (DoA) matrices outlining corporate approval levels versus BU-level autonomy for HR decisions (e.g., hiring caps, out-of-budget compensation adjustments, dismissals).

Group HR Strategy & Core Processes:

- Core HR Process Engineering: Design and optimize lean, scalable HR workflows.

- HR Business Partnering to Corporate Functions: Serve as the strategic HR Business Partner for executive leadership and corporate center functions.

Talent Management & Succession Planning Processes:

- Group Leadership Pipeline: Build and oversee group-wide talent management frameworks, establishing standardized protocols for identifying high-potential (HiPo) talent across operating entities.

- Performance Management Cadence: Manage the group-wide OKR/KPI and performance management cycle (goal setting, mid-year reviews, year-end calibration, performance improvement plans/PIPs).