HEAD OF HUMAN CAPITAL MANAGEMENT DIVISION

We are looking for an exceptional Head of Human Capital Management who will serve as a strategic business partner to the CEO and leadership team, driving people strategies that enable organizational growth, business transformation, workforce capability, and high-performance culture. If you're passionate about transforming organizations through people, this is your opportunity to make a lasting impact.

About The Role

Reporting directly to the Chief Executive Officer (CEO), the Head of Human Capital Management is responsible for developing and executing a comprehensive Human Capital strategy aligned with PTP's corporate vision and business objectives.

The successful candidate will oversee the full spectrum of Human Capital functions, including:

• Human Capital Strategy
• Talent Acquisition
• Employee & Industrial Relations
• Compensation & Benefits
• Learning & Development
• Leadership & Succession Planning
• Performance Management
• HR Operations & Payroll
• HR Digitalization & HRIS
• Organizational Development
• Workforce Planning
• Employee Engagement
• Compliance & Governance
  
  

You will lead multiple HR departments while partnering closely with business leaders to build organizational capability and future-ready talent.

Key Responsibilities

Strategic Human Capital Leadership

• Develop and implement the Company's Human Capital Strategy aligned with business objectives.
• Partner with the CEO and senior leadership team to support business growth and organizational transformation.
• Drive workforce planning strategies to meet current and future business requirements.
• Lead organizational design and capability development initiatives.
  
  

Business Partnering

• Act as the strategic HR advisor to business leaders across the organization.
• Provide expert guidance on workforce planning, organization effectiveness, change management and people-related decisions.
• Foster strong partnerships with internal stakeholders and external agencies.
  
  

Talent Acquisition & Workforce Planning

• Develop long-term recruitment strategies aligned with organizational growth.
• Lead talent acquisition initiatives to attract, retain and develop high-performing employees.
• Ensure workforce planning supports business expansion and operational requirements.
  
  

Learning, Leadership and Talent Development

• Lead the development of a comprehensive Learning & Development strategy.
• Establish leadership development programmes for future organizational capability.
• Drive High-Potential (HiPo) talent development initiatives.
• Develop succession planning frameworks for key leadership positions.
• Promote continuous learning and capability building across the organization.
  
  

Performance Management

• Design and implement performance management strategies that drive accountability and business performance.
• Develop performance frameworks that recognize high performers while addressing performance gaps.
• Drive employee productivity and organizational effectiveness through measurable performance outcomes.
  
  

Employee Industrial & Relations

• Lead Industrial Relations strategies that promote harmonious employer-employee relationships.
• Advise Management on disciplinary matters, employment legislation and employee relations.
• Build effective engagement programmes to enhance employee experience and retention.
• Ensure proactive management of workplace issues while minimizing operational disruptions.
  
  

Compensation, Benefits & HR Operations

• Oversee payroll governance and HR operational excellence.
• Ensure competitive compensation and benefits practices aligned with market trends.
• Manage the Human Capital budget efficiently while maintaining governance and compliance.
  
  

HR Digitalization & Analytics

• Drive optimization of Human Resource Information Systems (HRIS).
• Utilize HR analytics and workforce insights to support strategic decision-making.
• Lead digital transformation initiatives within the Human Capital function.
• Promote automation and data-driven HR practices.
  
  

Governance, Compliance & Policies

• Ensure compliance with employment legislation, Company policies and statutory reporting requirements.
• Review and enhance HR policies and procedures in line with business needs.
• Champion governance, ethics, confidentiality and information security within the Human Capital function.
  
  

What We're Looking For


1. Qualification

Bachelor's Degree in Human Resources, Business Administration or a related discipline - Master's Degree or relevant professional certification will be an added advantage

2. Experience

• Minimum 10 years of progressive Human Capital leadership experience.
• Proven experience leading a full-spectrum Human Capital function.
• Strong experience translating business objectives into people strategies.
• Experience leading organizational transformation and change management initiatives.
• Experience managing multi-disciplinary HR teams.
• Experience in unionized or industrial environments will be advantageous.
• Exposure within logistics, ports, manufacturing, infrastructure or heavy industries is an added advantage.
  
  

3. Technical Expertise

• Human Capital Strategy
• Organisation Development
• Talent Acquisition
• Workforce Planning
• Performance Management
• Compensation & Benefits
• Industrial & Employee Relations
• Succession Planning
• Leadership Development
• HR Policies & Governance
• Employment Legislation
• HR Analytics
• HR Digitalization
• HRIS
• Payroll Governance
  
  

4. Leadership Competencies

• Strategic Thinking
• Business Acumen
• Accountability
• Achievement Orientation
• Developing Others
• Strong Communication Skills
• Relationship & Stakeholder Management
• Negotiation & Influencing Skills
• Decision Making
• Change Leadership
• High Integrity & Professionalism