The Corporate Human Resources Director should:
- work with Strategic Management Committee to build and implement Human Resources solutions in line with business strategy
- manage the delivery of all generalist Human Resources activities covering multiple areas of human resources, including employment/education training, employee development, communications, compensation, benefits, record administration, affirmative action, employee or labor relations, organizational or resource planning, organizational change management, and/or other services
- liaise with subject matter experts within the broader Human Resources function (e.g.: recruitment, compensation & benefits etc.) to provide consultancy and advice within the business unit or corporate departments
- identify and deliver long-term strategies within the Human Resources environment
- provide interpretation and counsel to Strategic Management Committee regarding Human Resources policies, programs and practices
- assist the Chief HR Officer in the direction of the service and to assess the impact of major policy and legislative change
- research issues and developing solutions to resolve strategic business issues
- develop and implement new policies, practices and programs to meet organizational and Strategic Management Committee needs
- manage generalist Human Resources issues involving the most Strategic Managers in the organization
- close contact at all levels of the organization although most contact would be at an strategic management level
- carry out to get a common concept between BODs and Top Management Level for the organizational sustainable development
- carry out check and balance between Employer and Employees and among the all Departments in the organization
- handle Human Resources Management System to be changed International system for the stable organization
- effectively effort the overall (HRM & HRD) functions of Human Resources Department to be sustainable development for the organization
- be accountable & responsible to employer - employees relationship development towards the organizational development
- be directly responsible for leading managers of the division and indirectly responsible for all employees within the division
- perform other duties and responsibilities as may be assigned by Chief Human Resources Officer

1. Experience
- 7-10 years of progressively more responsible positions in human resources, preferably in a similar industry in two different firms.
- Experience supervising and managing a professional staff.
- Experience as a trusted resource as a member of Strategic Management Committee.
- Experience in multiple locations and globally is a plus for the HR director job candidates.
2. Education
- Bachelor's Degree in Human Resources, Business, or a related field required.
- Masters Degree in Business or Human Resources Management or a related field preferred.
- SPHR designation will receive consideration, but is not required.
3. Required Skills, Knowledge, and Characteristics
- Strong effective communicator in writing, business presentations and in interpersonal communication.
- Highly developed, demonstrated teamwork skills.
- Demonstrates a high degree of confidentiality in interpersonal interaction.
- Exhibits an unusual degree of common sense in working with coworkers and the Strategic Management Committee.
- Able to direct the efforts of a team of diverse human resources professionals.
- Demonstrated ability to increase productivity and continuously improve methods, approaches, and departmental contribution while remaining cost-sensitive.
- Must exhibit a commitment to continuous learning.
- Expert in employment law to keep the company safe from lawsuits and has a proven ability to work well in consultation with an employment law attorney.
- Strong commitment to an interest in employee relations and communication.
- Demonstrated ability to see the big picture and provide useful and strategic advice and input across the company and on the Strategic Management Committee.
- Ability to lead in an environment of constant change.
- Experience working in a flexible, employee empowering work environment.
- Familiarity and skill with the tools of the trade in human resources including HRIS, Microsoft Office suite of products, file management, and benefits administration.
- Experience in organization development and change management.