Strategic Business HR Manager

Key Responsibilities

• Strategic HR Partnership : Align HR strategies with business objectives by partnering closely with executive and senior leadership teams. Maintain deep business literacy across growth strategy, financial performance, organizational culture, and competitive dynamics. Provide strategic coaching and counsel to leaders to influence decisions and drive business outcomes.
• Organizational Capability & Talent Strategy : Design and implement talent management strategies to attract, retain, and develop top talent across assigned business units. Build robust succession plans and leadership pipelines to support long-term organizational health. Champion workforce planning and capability development aligned with future business needs.
• Performance & Engagement : Drive employee engagement, productivity, and development through effective performance management practices. Partner with country HR teams to ensure consistency and impact across geographies.
• Learning & Development : Collaborate with Global Learning & Development to deliver targeted training programs that enhance leadership and functional capabilities. Promote a culture of continuous learning and growth across all levels of the organization.
• HR Metrics & Analytics : Monitor and analyze HR metrics to assess program effectiveness and guide data-driven decisions. Translate insights into actionable strategies that improve organizational performance.
• Cross-Functional Collaboration : Partner with legal, finance, operations, and other stakeholders to ensure HR strategies are integrated, compliant, and aligned with business operations. Lead change management efforts to embed new processes, systems, and ways of working.
• Business specific skills & experience : Partner with supply chain and manufacturing leaders to shape and align HR strategies with transformation goals. Design organizational structures and resource plans to accelerate NPI velocity and enable scalable production. Champion talent development, and retention strategies for critical roles in R&D, manufacturing, and supply chain. Lead strategic workforce planning to anticipate and navigate transitions driven by technology upgrades and process digitization. Drive reskilling and upskilling initiatives that empower the workforce for future technology trends including AI, machine learning, 6G, and software development to enhance agility and strengthen competitive advantage. Cultivate a culture of agility, innovation, and continuous improvement across globally distributed teams.
• Key Attributes : Excellent communication skills for collaboration with cross-functional teams, consulting with senior leaders, and articulating HR strategies effectively. Analytical thinking for monitoring HR metrics, making data-driven decisions, and addressing complex issues. Strategic thinking to align HR initiatives with business objectives. Proven experience in strategic planning and program management. Proven experience in strategic HR leadership, preferably in global or matrixed environments. Strong integrity and discretion in handling sensitive information and enforcing company policy. Exceptional communication and influencing skills across all organizational levels. Analytical mindset with the ability to interpret data and solve complex problems. Strategic thinker with a track record of aligning HR initiatives to business goals. Demonstrated success in program management and organizational development. Adaptability and resilience to navigate changes and challenges in a fast-paced, dynamic environment. Commitment to continuous learning for personal growth and designing impactful training programs.

Qualifications

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