Head, HR at Viisaus Technology Ltd

• The Head of Human Resources is a senior role and indeed - one of the most critical and strategic roles for VIISAUS as culture is the main driving force behind outstanding company performance. As the ‘owner’ of the company culture, the role requires
• someone who can see and internalize the organizational vision, be flexible with methodology, be focused on delivering a world class office/company culture and be genuinely concerned with the welfare of employees. As part of the management team, the role will be given requisite authority for restructuring relationships, growing, maintaining and streamlining the dayto-day management of general operations within the Firm.
• Reporting directly to the Managing Director – this role will deliver relevant HR strategies, policies, drive recruitment and establish a world-class performance management system.
• Assignment Category: Regular, Full-time– (travel may be required)
• As Head, Human Resources your responsibilities will be to:

HR Strategy Formulation and Budgeting:

• Formulating and implementing a HR Strategy that will promote the achievement of the Firm’s business strategic objectives
• Drawing up the annual budget for all HR programs in line with the Firm’s strategy
• Developing and implementing effective HR procedures and policies in all areas to reflect business aims. This includes policies relating to Recruitment and Selection, Compensation, Performance Management, Training and
• Development, Employee Welfare, Succession Planning, Retention, Labour Relations, etc.
• Implementing all HR initiatives in line with the Firm’s strategic and business objectives
• Supporting corporate strategy formulation by identifying key HR issues; contributes information, analysis, and recommendations to guide strategic thinking and direction within the business
• Supporting the corporate decision making process by working closely with business leaders to provide HR advice, counsel and relevant information
• Coordinating change initiatives and ensuring that employees are carried along so as to get their buy-in/support
• Reviewing and updating the organisational design process and succession planning framework of the company in line with its corporate strategy

Talent Management:

• Coordinating all Talent Management activities and processes within the company. This includes Talent Acquisition,
• Orientation, Training and Development, Performance Management, etc.
• Overseeing the development of an effective manpower planning process in alignment with the Firm’s corporate strategy
• Implementing the Firm’s organisation structure to ensure alignment with business objectives
• Developing a strategic recruitment practice to ensure the talent needs of the organisation is met in the short and long run
• Overseeing the on-boarding and integration/induction process of new employees
• Designing and implementing employee retention programmes in order to lower turnover rate and maintain optimal headcount as per manpower plan
• Providing strategic direction for the development of the company’s employee value proposition and employer brand
• Developing and implementing the learning and development strategy of the organisation in line with business objectives
• Developing metrics to measure the return on training initiatives
• Driving the deployment of annual employee engagement survey, and developing action plans from responses to improve overall employee engagement and business performance
• Designing and implementing leadership framework and management development programmes to ensure future leadership pipeline for the company
• Overseeing and monitoring employee performance management system and cycle, and maintain a high performance culture within the company

You’d be a good fit if you:

• Possess minimum of 12+ years of relevant experience (including demonstrable experience heading
• team/department)
• Have a proven track record in developing and delivering a people-centric strategy in a senior HR role
• Possess a successful track record of using organisational development interventions to support change
• Have up to date knowledge of employment law and modern HR practices
• Possess excellent oral and written communication, presentation, and analytical skills
• Show strong and demonstrable ability to use Microsoft Office suite: Word, Excel and PowerPoint, etc.
• Are a strong HR generalist; well versed in all areas of the HR life cycle
• Are able to demonstrate experience of leading the successful implementation of HR change projects across a broad
• scope
• Are CIPM qualified or equivalent
• Minimum of first degree in Social sciences, Humanities, Business Administration or any relevant discipline
• MBA or Masters’ degree in a related discipline is an added advantage