တိုင်ကြားမှု အောင်မြင်ပါသည်

Position Summary

The Deputy Head of HR works alongside and supports the Head of People & Culture in driving the overall strategic management and daily operations of the HR function. This role plays a critical leadership role in policy governance, organization design, talent strategy, total rewards, labor law compliance, and enterprise-wide HR transformation. The Deputy Head acts as the primary operational leader across all sub-HR pillars and serves as the second-in-command for HR leadership in executive discussions.

Key Responsibilities

1. Strategic HR Leadership & Governance

• Collaborate with the Head of HR to translate company business strategies into actionable workforce strategies across multiple business units and entities.
• Act as the functional lead in the absence of the Head of HR, representing the department at executive meetings and operational committees.
• Review, update, and enforce HR policies, employee handbooks, and operational procedures to ensure alignment with statutory laws and industry best practices.

2. Operational HR & Functional Oversight

• Supervise daily operations across all HR pillars: Talent Acquisition, Compensation & Benefits, Performance Management, Employee Relations, L&D, and HR Operations/Payroll.
• Ensure smooth HR service delivery, HRIS, and accurate HR data governance.
• Drive workforce planning, headcount budgeting, and organizational restructuring initiatives in alignment with department heads.

3. Performance Management & Employee Engagement

• Oversee annual performance review cycles, goal-setting mechanisms (KPIs/OKRs), and performance improvement plans (PIPs).
• Lead employee engagement initiatives, internal communication campaigns, and organizational culture building.
• Design and execute retention strategies, career progression pathways, and succession planning frameworks for key and critical roles.

4. Employee Relations & Industrial/Labor Compliance

• Oversee complex employee relations cases, disciplinary proceedings, grievance mechanisms, and internal audits/investigations.
• Ensure strict adherence to national labor laws, employment contracts, social security regulations, and statutory workplace guidelines.
• Manage relationships with local labor authorities, union/worker representatives, and legal counsel when necessary.

5. HR Analytics & Digital Transformation

• Leverage HR analytics and dashboards (e.g., Power BI, HRIS reporting) to deliver strategic workforce insights to senior management (turnover trends, payroll costs, time-to-fill, training ROI).
• Drive process optimization and automation within the HR department to improve service delivery and reduce administrative cycle times.

Key Performance Indicators (KPIs)

• HR Operational Excellence: Adherence to SLAs across payroll, recruitment, employee inquiries, and onboarding/offboarding.
• Employee Turnover & Retention: Reduction in voluntary turnover rates for key performers across business units.
• Compliance & Audit Standards: 100% compliance with local labor statutory requirements and internal audit standards.

• Performance Cycle Completion: Timely and high-quality completion of annual/semi-annual performance reviews.

Job Requirements & Qualifications

Education & Certification

• Education: Bachelor’s degree in Human Resources, Business Administration, Industrial Psychology, or a related discipline.
• Advanced Qualifications: Master’s degree (MBA/MSc) or recognized HR professional certifications (e.g., SHRM-SCP, SPHRi, or CIPD Level 7) are highly preferred.

Experience

• Total Experience: Minimum 8–12 years of broad HR experience across multiple functional domains.
• Leadership Experience: At least 3–5 years in a Senior HR Manager, or HR Business Partner Lead role, overseeing multi-disciplinary teams.
• Group / Enterprise Scale: Proven experience managing HR operations in multi-business unit environments, diversified conglomerates, or matrix organizations.