In this role, you will

• Strategy: Develop, drive and implement a HR strategy and plan that enables the successful delivery of overall organisation / business objectives. Translate the global dnata HR Strategy into actionable short term and long-term plans at a country level. 
• Stakeholder & Customer Management: As a trusted strategic partner to the business, lead and direct all people initiatives, providing HR expertise and counsel as an active member of the local senior leadership team.
• Business Performance: Monitor and report delivery against HR strategies and plans, ensuring clear assignment of ownership, roles and responsibilities, achievement of the desired impact / business outcome, and that they remain fit for purpose with the changing business landscape.
• Governance & Compliance: Ensure all business activities are carried out in accordance with the dnata Way, the Board of Directors approvals and all other applicable local & international laws, regulations, standards & rules. Acts in the best interest of the company at all times, ensuring all business decisions are made based on authority level limits and after the appropriate level of due diligence and risk analysis has been carried out.  
• Business Growth & Product/Service Offering: Guide the development and evaluation of initiatives that fulfil the overall people strategy and aligned HR plan across the employee lifecycle, including but not limited to, scalable workforce planning, proactive attraction and retention of talent, a culture of high performance and continuous learning, with engaged and inspired colleagues across all levels of the organisation.
• Problem Solving: Anticipate and respond to business challenges, ensuring the implementation of HR solutions which drive business performance and continuous 
• Systems: Work in close collaboration with the Global Head of IT to define the HR systems roadmap at the country level in line with the overall dnata technology roadmap and strategy. Identify opportunities for optimizing HR technology solutions to drive operational efficiency, data accuracy, and an improved employee experience, while ensuring seamless integration with broader business functions.
• Industry Best Practice: Build relationships, network, share best practice and identify opportunities for synergies across the various dnata entities in country / region, ensuring alignment on key initiatives where possible.
• VMV: Drives the dnata Vision, Mission and Values in the business and models the behaviours and intent of the VMV’s in all people leadership practices. 
• Managing Performance: Set clear and measurable objectives for direct reports at a function or department level on an annual basis in line dnata framework and process. Drives performance accountability and enables the team to achieve through appropriate support and resourcing.
• Reward & Recognition: Set and applies effective reward and recognition initiatives that drive a high-performance culture (in line with dnata Way limits)
• Talent Management: Ensure effective Talent Management and Succession Planning are in place to mitigate the risks of skills gaps. 
• Safety: Leads with safety as a priority, ensuring all decisions are made with safety in mind. Role models safety behaviours and holds direct reports accountable for fulfilling their roles in line with dnata’s safety rules and best practice
• Behaviour: acts as a role model for the leadership team and wider organisation in all people and customer interactions. 
• Leadership Coaching & Development: act as a trusted and credible mentor and coach for the local senior leadership team on all people related matters. 
• Learning & Development: Lead the development and execution of the organisational learning plan, focusing on leadership capability development at all levels, to drive continuous growth, improve performance, and support the achievement of strategic business objectives and people leadership capability. 

Qualifications & Experience

To be considered for the role, you must meet the below requirements

• Bachelor's degree and 10+ years’ experience in a senior HR leadership role, preferably in a multi-national organisation
• Professional accreditation preferred (e.g., CIPD, AHRI)
• Strong regional / country HR experience, including application of employment legislation, HR processes, and best practice across relevant jurisdiction(s)
• Proven experience of HR systems, including implementation/integration and adoption
• Business transformation, demonstrable track record of delivering large scale projects 
• Multi-site, manufacturing blue collar workforce, large scale recruitment  
• Strong industrial relations, employee relations and TUPE expertise
• Highly organised and competent at strategic planning.
• Data oriented, able to provide insights and recommendations to data driven decision making.
• Leadership capabilities to design and implement a people agenda based on an employee centric culture while demonstrating financial acumen and commercial focus