HR Director

Job Description

REQUIREMENTS

• Bachelor’s degree in Human Resources, Business Administration, CIPD Level 7 or related field (Master’s preferred).
• 10–15+ years of HR experience, with at least 5 years in a leadership role.
• Proven experience in workforce planning, organizational design, and crisis management.
• Strong exposure to business continuity planning (BCP) and risk management frameworks.
• Experience working in dynamic or high-risk environments (e.g., construction, manufacturing, oil & gas, or large-scale operations) is highly preferred.

RESPONSIBILITES

1. Strategic Workforce Planning

• Develop and implement long-term workforce planning strategies aligned with business objectives.
• Analyze workforce trends, capacity gaps, and future talent needs using data-driven insights.
• Design scalable workforce models to support rapid expansion, contraction, or restructuring.
• Partner with business leaders to forecast manpower requirements across functions and geographies.

2. Crisis & Contingency Planning

• Lead the development and execution of HR contingency plans for emergencies, economic downturns, or operational disruptions.
• Establish workforce continuity plans, including succession pipelines and backup resource strategies.
• Coordinate with leadership during crises to ensure timely decision-making and workforce stability.
• Design redeployment strategies to optimize workforce utilization during uncertain conditions.

3. Organizational Resilience & Risk Management

• Identify workforce-related risks and develop mitigation strategies.
• Build frameworks for business continuity planning (BCP) from a human capital perspective.
• Ensure readiness for scenarios such as layoffs, restructuring, remote workforce shifts, or geopolitical disruptions.

4. Talent Optimization & Deployment

• Oversee internal mobility, succession planning, and talent redeployment initiatives.
• Drive workforce agility through cross-training and multi-skilling programs.
• Ensure optimal allocation of human resources across projects and business units.

5. HR Analytics & Reporting

• Utilize HR analytics to inform strategic decisions and workforce planning models.
• Develop dashboards and reports on workforce metrics, productivity, and risk indicators.
• Provide insights to senior leadership on workforce efficiency and cost optimization.

6. Policy Development & Governance

• Design HR policies aligned with crisis management and workforce flexibility.
• Ensure compliance with labor laws and organizational policies during workforce adjustments.
• Establish governance frameworks for workforce decision-making during critical periods.

7. Leadership & Stakeholder Management

• Act as a strategic advisor to senior leadership on workforce risks and opportunities.
• Lead and develop the HR team to deliver high-impact workforce strategies.
• Collaborate with finance, operations, and risk management teams to align planning efforts.

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