The Role
Leads the organization’s HR strategy and workforce planning, advising executive leadership on talent, organization design, culture, performance, learning, reward, employee relations, and HR risk. Oversees succession planning, leadership development, engagement, compensation, HR analytics, budgeting, and transformation initiatives while ensuring compliance and building long-term organizational capability.
Summary Generated by Built In
Job Title: Head of HR Services
Reports to:GCEO
Job Overview:The Head of HR Services is a strategic business partner to the GCEO and leadership team, responsible for turning HR into a true business partner to CDL rather than simply an administrative function. The role shapes and drives CDL's people strategy — covering workforce planning, organisation design, talent, culture, performance, reward, and people risk — translating business strategy into HR priorities that build long-term organisational capability. The Head of HR Services is guided by one central focus: “Are we getting the right people, in the right roles, performing at the right level, and are we building the organisation CDL needs for the future?”
Duties and Responsibilities
1. HR Strategy & Annual HR Planning
• Design and drive CDL's HR strategy and annual HR plan in direct alignment with overall business strategy and GCEO priorities.
• Act as strategic advisor to the GCEO and management team on all people-related decisions affecting business performance.
• Support business growth through a proactive, forward-looking people strategy.
2. Workforce Planning & Organisation Design
• Lead enterprise-wide workforce planning to anticipate future capability and capacity needs.
• Lead organisation design and restructuring initiatives that support business growth.
• Conduct job analysis and job design, and own job descriptions and competency frameworks across CDL.
• Drive strategic manpower productivity across business units.
3. Talent Management & Succession Planning
• Build a long-term talent management strategy and succession plans for critical and leadership roles.
• Build CDL's leadership pipeline across the business.
• Oversee identification, development and retention of high-potential employees.
4. Leadership Development & Coaching
• Design leadership development and executive coaching programs for senior and high-potential talent.
• Provide management coaching and HR advisory support to leaders across the business.
• Build a high-performance leadership culture through structured development interventions.
5. Culture, Engagement & Employee Experience
• Own CDL's employee engagement strategy, including engagement surveys and resulting action plans.
• Champion culture development initiatives that reinforce organisational values and performance.
• Design and continuously improve the end-to-end employee experience.
• Lead organisation-wide change management initiatives.
6. Performance Management
• Design and own CDL's performance management framework.
• Drive performance measurement and effectiveness across the business, ensuring fair and consistent application.
• Partner with managers to align individual performance with business objectives.
7. Learning & Development
• Own CDL's learning and development strategy.
• Conduct training needs analysis across the business and translate findings into learning interventions.
• Champion structured career development pathways for employees.
8. Employee Relations & HR Risk Governance
• Set CDL's employee relations strategy and provide governance on complex or high-risk cases.
• Personally manage complex employee relations matters, escalations, and disciplinary/grievance processes.
• Lead HR policy development and periodic review to keep policies current and compliant.
• Identify and mitigate HR risk across the business.
9. Compensation, Benefits & Reward
• Design and oversee CDL's compensation and benefits strategy.
• Conduct salary benchmarking and maintain competitive, equitable salary structures.
• Own the reward and recognition framework to drive retention and performance
10. HR Analytics, Budgeting & Transformation
• Establish HR analytics and people dashboards to inform executive decision-making.
• Own HR budgeting and workforce cost analysis.
• Develop and monitor HR KPIs across all people functions.
• Lead HR projects and transformation initiatives.
Requirements
11. Requirements & Qualifications
Education: A Master of Business Administration (MBA) or a Master's degree in Human Resource Management is mandatory.
Experience: A minimum of 7 years' progressive HR experience, including proven experience in a strategic HR leadership role within a large organisation.
Professional Certification: Membership with a recognized HR professional body (e.g., IHRM) is required.
Skills: Strong strategic thinking, leadership, communication and stakeholder management skills, with sound knowledge of labour laws and HR best practice.
Skills Required
- Master of Business Administration or Master’s degree in Human Resource Management
- At least 7 years of progressive HR experience
- Experience in a strategic HR leadership role within a large organization
- Membership with a recognized HR professional body, such as IHRM
- Strong strategic thinking, leadership, communication, and stakeholder management skills
- Sound knowledge of labor laws and HR best practices
Am I A Good Fit?
Get Personalized Job Insights.
Our AI-powered fit analysis compares your resume with a job listing so you know if your skills & experience align.
Success! Refresh the page to see how your skills align with this role.
The Company
What We Do
We go the extra mile for your last mile – with specialized divisions to serve even the most diverse of industries. CDL is your premier regional carrier for complete delivery coverage – guaranteed.
