SICOM

Job Purpose

Acting as a trusted advisor to the Group CEO and senior leadership team, the Senior Executive Officer – People & Culture, will drive workforce strategy ensuring alignment with business needs and objectives, organisational development, reward and performance, learning, employee and industrial relations, and HR transformation initiatives, and fostering a positive, inclusive, and high-performance workplace culture.

Key Responsibilities

Strategic Leadership

• Partner with the Group CEO and senior leadership on organisational design, workforce planning and change management.
• Lead and deliver the People & Culture strategy aligned to organisational objectives.
• Position the Group as an employer of choice in the local market by developing a distinctive Employer Value Proposition (EVP).
• Espouse HR best practices and innovative strategies.
  
  

Talent Acquisition & Workforce Planning

• Oversee talent acquisition to attract and retain high-quality talent and the end-to-end employee lifecycle, building an employer brand and compelling EVP.
• Develop workforce planning strategies to ensure the Group has the right skills and capacity for its structure and needs.
• Promote employer branding and talent pipeline initiatives.
• Review of the organisation and departmental structures in line with our key strategic objectives.
• Identification of new business needs.
  
  

Policy, Compliance & Governance

• Ensure and up-date HR policies and procedures to comply with legislations.
• Maintain and update People & Culture policies and guidelines.
• Provide guidance on employee and industrial relations matters and workplace conflict resolution as well as attending to and deal with Union matters.
• Conduct investigation into cases of misconduct or otherwise.
• Ensure discipline at work. 
  
  

Performance & Development

• Drive a high-performance culture through effective performance management, leadership development and a clear learning roadmap.
• Oversee performance management frameworks and ensure effective implementation across the Group.
• Develop learning and development programs to enhance the employee capabilities.
• Responsible for the design and implementation of Talent Development Programmes aligned with strategic objectives.
• Design and implement reward mechanisms in line with market and business objectives.
  
  

Leadership & Team Management

• Manage and develop a high-performing team.

Employee engagement & culture

• Lead programs that foster employee engagement, collaboration, and a positive workplace environment.
• Design and implement initiatives that reinforce organisational values and culture.
• Implement and manage employee feedback systems including surveys and engagement activities.

Project Oversight and Implementation

• To be fully responsible and accountable in respect of HR Projects and Policies.
• Drive HR digitalisation, people analytics and the oversight of key HR projects and service providers.

Reporting

• To be responsible for preparing Board and Committee documentation and reports ensuring accuracy, completeness and alignment with established standards.
• Provide information for Annual Report, Corporate Governance report, Sustainability report and any other organizational reports.
• Prepare dashboards with HR KPIs.
  
  

Main Requirements

• Bachelor’s degree in HR or Business or Organisational/Industrial Psychology, or a related field. Postgraduate qualification in related field of competence would be an advantage.
• Minimum 10 years post qualification relevant experience in human resources with at least 5 years proven experience at senior management level in large corporates, preferably in the financial services sector.
• Experience in organisational development, employee engagement, and HR Strategy.
• Strong knowledge of labour legislation and HR governance.
• Experience with HRIS/HR technology, people analytics, job evaluation, reward frameworks and managing external service providers/projects is an advantage.
• High level of integrity and confidentiality
• Strategic thinking, business acumen and sound judgement
• Strong stakeholder management, and communication skills
• Experience in employee relations/industrial relations and conflict resolution
• Strong analytical skills
• Familiar with HR information systems

The Company reserves the right to call for interview only the best qualified candidates and not to make any appointment as a result of this advertisement.