Head of HR

Leads HR strategy to support business goals in construction. Oversees talent acquisition, employee relations, performance, compliance, and workforce planning. Ensures a positive culture, efficient HR ops, and safe, value-driven workplaces.

Position Summary: The Head of HR is responsible for developing and executing the overall HR strategy, policies, and procedures to support the business objectives of the construction company.

 Accountable for overseeing the development and execution of a value adding human capital Strategy in support of the company’s Mission and Values. This role focuses on talent acquisition, workforce planning, employee relations, performance management, training and development, and compliance with labour laws.

This role focuses in creating a positive and productive workplace culture, ensuring efficient HR operations that support large-scale construction projects.

Key Responsibilities:

1. HR Strategy & Workforce Planning:

• Develop and implement HR strategies aligned with the company’s goals.

• Together with the Top Management Team the Head of HR is required to Forecast and manage workforce planning for various construction projects.
• Ability to build and deliver a top-notch employee experience that creates long term value for the company.

• Oversee organizational development to ensure the right talent structure is in place.

2. Talent Acquisition & Retention:

• Lead recruitment efforts for skilled and unskilled labour, engineers, project managers, and administrative staff.

• Implement effective onboarding programs to integrate new hires.

• Develop employee retention strategies to reduce turnover in critical roles. 

3. Employee Relations & Compliance:

• Ensure compliance with labour laws, employment regulations, and industry best practices. Manage trade union agreements.

• Handle grievance resolution, disciplinary actions, and conflict management. Facilitate channels for employee feedback and dialogue.

• Promote a safe, fair, and inclusive workplace culture and foster close relationships with employees in decentralised settings. (Job Sites)

4. Performance Management & Employee Development:

• Continuously evaluate and enhance the current performance appraisal system to ensure it aligns with the company’s evolving objectives and industry standards.

• Identify training needs and oversee professional development programs.

• Foster leadership development and succession planning.

5. Compensation, Benefits & HR Administration:

• Oversee payroll management, ensuring accuracy and compliance with labour laws.

• Develop and manage employee benefits and recognition programs, including medical, insurance, and pension schemes.

• Maintain accurate HR records and employee database. Submit regularly HR reports and other HR Metrics and KPIs’ that drive decision support and show value creation.

6. Employee Wellness & Welfare:

• Work closely with Health & Safety officers to ensure a safe working environment.

• Develop and implement employee wellness programs.

• Address workplace safety concerns, especially on construction site

Competences Required:

       1. Leadership & Decision-Making:

• Strong leadership in managing HR teams and influencing management decisions

2. Problem-Solving & Conflict Resolution:

• Ability to address workforce challenges and resolve disputes effectively

3. Knowledge of Labour Laws:

• Understanding of local employment laws and construction industry regulations

4. Communication Skills:

• Excellent verbal and written communication skills to interact with diverse stakeholders

5. Strategic Thinking:

• Ability to develop and implement HR strategies that align with business objectives

6. Organizational Skills:

• Strong organizational skills to manage multiple projects and deadlines

7. Adaptability:

• Flexibility to adapt to changing regulations and project requirements

8. Employee Development:

• Expertise in identifying training needs and fostering professional growth

9. Safety Management:

• Knowledge of health and safety regulations specific to the construction industry

10. Technological Proficiency:

• Familiarity with HR software and technology to streamline HR processes