About the role
ROLE PURPOSE
The Head of HR is a senior leadership role reporting to the Managing Director, responsible for building
the people function that the Company's next phase of growth requires. The role owns the full employee
lifecycle, from workforce planning and hiring through development, performance, rewards, employee
relations, and statutory compliance, for a workforce that spans engineers, skilled shop-floor technicians,
and commercial and support teams.
The position will be offered at a level between Senior Manager and General Manager, depending on the
experience and calibre of the selected candidate. The right candidate will run HR operations reliably day
to day while acting as a true business partner to the Managing Director and the functional GMs: shaping
organisation design, building leadership depth, and making the Company a place where strong
engineering and operations talent chooses to build a career.
The Company is looking for a builder, not just a manager. The right candidate will be entrepreneurial by
disposition — willing to roll up their sleeves, set up what does not yet exist, and take ownership of
whatever is needed to strengthen the organisation and put the Company in a competitive position.
KEY RESPONSIBILITIES
HR strategy & business partnership
• Develop and own the HR strategy and annual people plan, aligned to the Company's growth plans
and agreed with the Managing Director
• Partner with the Managing Director and functional GMs on organisation design, role clarity,
reporting lines, and succession for critical positions
• Serve as a trusted advisor to the leadership team on people decisions, and as a member of the
leadership team in business reviews and budgeting discussions
• Track and report people KPIs — headcount vs. plan, attrition, time-to-hire, training coverage, and
engagement — with clear actions to the Managing Director
Talent acquisition & workforce planning
• Translate business plans into rolling workforce plans across engineering, fabrication, assembly,
quality, supply chain, sales, and support functions
• Own end-to-end recruitment for senior, specialist, and shop-floor roles, with clear hiring processes,
structured interviews, and strong employer branding in the local talent market
• Build talent pipelines through campus hiring, internships, and graduate programmes, and
strengthen the quality of leadership and critical-skill hiring
• Run onboarding and early-tenure retention that helps new hires, particularly experienced leaders
joining a growing company, become productive quickly
Performance, rewards & compensation
• Design and run a fair, simple performance management system with clear goals, regular reviews,
and visible links to development and rewards
• Build a role-grading and compensation framework benchmarked to market, balancing internal
equity with the need to attract scarce technical talent
• Oversee payroll, benefits, and variable-pay schemes, ensuring accuracy, timeliness, and cost
control against the people budget
• Develop recognition and retention approaches for critical engineering, design, and skilled-trade
talent
Learning, development & capability building
• Own the learning and development agenda, building structured programmes across classroom
training, on-the-job training, and internships
• Build leadership development pathways, including an engineering leadership programme for new
graduates and a pipeline of first-line managers and supervisors on the floor
• Maintain skills matrices, competency records, and training evidence that support quality and
industry audit requirements, working closely with the Quality GM
• Partner with functional heads to identify capability gaps and link training to measurable business
improvements
Employee relations, culture & engagement
• Build a culture of ownership, accountability, and open communication as the Company scales
across functions and shifts
• Handle employee relations, grievances, disciplinary matters, and exits with fairness, consistency,
and discretion
• Run regular engagement and feedback mechanisms — surveys, skip-levels, town halls — and
drive action on what they surface
• Work with Operations and EHS leaders to support a safe, respectful workplace across the shop
floor and offices
HR operations, compliance & systems
• Ensure full compliance with labour and employment laws, including statutory registrations and
returns, contract labour requirements, and workplace policies such as POSH
• Maintain current HR policies, employee handbook, and standard processes, and keep the
Company audit-ready
• Implement and manage an HRIS and digital HR processes — attendance, leave, payroll,
appraisals, and employee records — so that data is accurate and decisions are data-informed
• Manage the HR team and external partners such as recruiters, payroll and compliance consultants,
and training vendors; develop the team's capability as the function grows
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