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Key Responsibilities

Reporting directly to the Board of Directors, the Group HR Director will champion the following mandates:

• Strategic HR Leadership: Champion the formulation and execution of an overarching, progressive people strategy that directly aligns with the Group’s business goals, fostering cross-functional synergy across diverse business units.
• Organizational Development & Culture: Design, optimize, and implement a scalable corporate structure. Cultivate a unified, high-performing corporate culture rooted in collaboration, corporate governance, and continuous innovation.
• Talent Management & Succession Planning: Lead executive-level talent acquisition strategies for both local and expatriate professionals. Develop robust succession planning frameworks and pipeline strategies for critical leadership positions.
• Total Rewards & Compensation Architecture: Oversee the strategic design of competitive remuneration, benefits, and performance-driven incentive programs tailored to the unique dynamics of varying sectors (e.g., labor-intensive manufacturing vs. agile, sales-driven retail, trading, and telecom workforces).
• Industrial Relations & Regulatory Compliance: Guarantee absolute adherence to Myanmar labor laws, corporate compliance mandates, and regulatory frameworks across all group entities while maintaining harmonious and productive industrial relations.
• Performance Optimization: Drive a meritocratic, high-performance culture by implementing sophisticated performance appraisal systems that clearly tie individual KPIs to institutional milestones.
• HR Digitization & Analytics: Spearhead the deployment and continuous optimization of enterprise HR Information Systems (HRIS) to transition the HR function into a data-driven, highly efficient strategic partner.

• Professional Experience: A minimum of 10 years of progressive HR experience, with at least 5 years in a designated Head of HR or HR Director role.
• • Critical Prerequisite: Proven track record of managing complex HR functions across diversified conglomerates, specifically with deep exposure to at least two of the following sectors: Manufacturing, Trading/Distribution, Retail, or Telecommunications.
• Educational Credentials: An MBA in Human Resources Management, organizational development, or an equivalent executive-level qualification. Globally recognized professional HR certifications (e.g., SHRM-SCP, CIPD) are highly desirable.
• Core Competencies: Exceptional business acumen, high emotional intelligence (EQ), sharp analytical skills, and outstanding communication capabilities with a proven ability to influence decisions at the C-suite and Board level.
• Language Proficiency: Professional-level fluency in both written and spoken English and Burmese is strictly required.