Senior Vice President

Purpose:

Why do we need this role?

• This role has the following accountabilities:
• Support business leaders and colleagues by delivering proactive people advisory, effective case management, and enabling capability building. The role also contributes to business need identification, people analytics, and strategic governance, ensuring alignment between business priorities and People & Culture strategy.
• Support and drive change delivery, as well as execute operational processes to a high degree of quality. This includes operational efficiency, strategy, design, development, delivery, maintenance, implementation, and support of P&C projects & solutions to meet business needs/strategy.
• Enable stakeholders to embed a culture of continuous innovation, driving simplified processes, self-service capability, and a superior colleague experience.
• The successful candidate is a self-sufficient individual who enjoys working in a high –performance teams with strong solution orientation.

What and how is it expected to contribute to results?

People Advisory & Business Partnering

•Provide timely and practical advice to managers on colleague concerns & conduct management, performance, and engagement.

•Act as a trusted partner, guiding leaders to make informed people decisions aligned with policy and culture.

•Escalate complex issues and business needs to senior HRBPs while ensuring consistent and fair resolution.

Capability Building & Culture Enablement

•Coach line managers and build leadership capability on people management practices, performance feedback, and team effectiveness.

•Support, identify learning initiatives and programs that enable colleague capabilities.

P&C Projects & Business Needs Identification

•Support P&C wide projects and co-lead with senior HRBPs to land org wide change programs

•Engage with managers to identify workforce challenges and opportunities.

•Surface trends (attrition, skill gaps, morale) and recommend actions to senior HRBPs.

People Analytics & Insights

•Collect, interpret, and report HR metrics (attrition, ER cases, headcount, absence).

•Assist in preparing dashboards and insights for leadership forums.

•Identify early warning signals and share actionable insights.

Strategic Governance & Compliance

•Support governance forums by tracking HR commitments, actions, and reporting requirements.

•Ensure policy adherence and audit readiness across people processes.

•Contribute to simplification of governance processes for managers and employees.

•Enable and support the periodic P&C programs – End of year, succession mapping, quarterly check-in, etc

Essential capabilities

• Working knowledge of HR policies, Labour law basics, and case management.
• Analytical mindset; ability to interpret and present people data.
• Problem-solving with integrity, fairness, and confidentiality.
• Curious, adaptable, and eager to build strategic HR capability
• Demonstrated skillset in creating programs where required from scratch and where a company is new to market – start up thinking and skill

Other capabilities

• Proactive and strong communication/management style to influence senior leaders.
• Interact with highly-engaged, high-performing cross functional teams; with exceptional stakeholder management skills.
• Prior experience working with global counterparts and an underlying understanding of cross-cultural norms and requirements to learn and develop employees.

Qualification Requirements

• Bachelor’s degree Preferred degree in HR, Business, Psychology, or related field.
• 15+ years of HR experience, preferably in employee relations, HR advisory, or people operations.
• Exposure to HR analytics/reporting tools desirable

Key tasks; accountabilities and challenges of this role

• Apply specialist knowledge and experience to understand, influence business leaders and/colleagues - Including the use of discretion and authority to enforce appropriate policies, principles and objectives for enhanced advisory.
• The incumbent will be required to perform continuous review and adoption of P&C frameworks to improve processes and change as needed.
• Develop and support the creation of methods, standards, checklists, procedures, communication materials and templates to support operations, engagement and change management as required.