Department: HR/Admin
Reports to: Chief Executive Officer (CEO)
Works closely with: Department Heads
Role Type: Full-time / Senior Leadership
ROLE PURPOSE
The Head, People & Culture is responsible for building a high-performance, values-driven, and scalable workforce at iCentra. The role ensures that people strategy directly supports business growth, execution discipline, leadership effectiveness, and cultural coherence across regions.
KEY RESPONSIBILITIES
1. People Strategy & Workforce Planning
- Develop and execute a people strategy aligned with iCentra’s growth, structure, and operating model.
- Lead workforce planning to support B2B, B2C, and corporate functions.
- Design role clarity, career paths, and succession plans for critical roles.
- Support organizational design as the company scales.
2. Talent Acquisition & Onboarding
- Own end-to-end recruitment for leadership, specialist, and high-impact roles.
- Partner with business leaders to define role expectations and success profiles.
- Establish efficient hiring processes and candidate experience standards.
- Design and manage structured onboarding and assimilation programs.
3. Performance Management & Rewards
- Design and manage iCentra’s performance management framework (Balanced Scorecard, OKRs, reviews).
- Drive a culture of accountability, feedback, and continuous improvement.
- Align compensation, incentives, and profit-sharing models to performance and growth.
- Support performance improvement processes and fair disciplinary actions.
4. Culture, Engagement & Leadership Development
- Define, embed, and protect iCentra’s culture, values, and leadership standards.
- Design leadership development programs for managers and senior leaders.
- Drive employee engagement, wellbeing, and retention initiatives.
- Act as a trusted advisor to leaders on people, culture, and team dynamics.
5. Learning, Capability & Talent Development
- Partner with business leaders to identify capability gaps and learning needs.
- Design internal learning and development frameworks (technical, leadership, soft skills).
- Support facilitator, manager, and high-potential talent development.
- Leverage iCentra’s learning ecosystem for internal capability building.
6. HR Operations, Policies & Compliance
- Establish and manage HR policies, procedures, and employee handbook.
- Ensure compliance with labor laws and HR regulations across operating regions.
- Oversee employee records, contracts, payroll coordination, and benefits administration.
- Manage employee relations, conflict resolution, and grievance processes.
7. Change Management & Organizational Health
- Support organizational change initiatives, restructures, and transitions.
- Provide people impact assessments for major business decisions.
- Act as a stabilizing force during growth, change, or leadership transitions.
- Promote diversity, inclusion, and ethical workplace practices.
REQUIREMENTS & PROFILE
Education & Professional Background
- Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field.
- Master’s degree or HR certifications (CIPM, SHRM, HRCI, or equivalent) is an advantage.
Experience
- 12–15 years progressive HR / People leadership experience.
- Proven experience in consulting, technology, professional services, or learning sectors.
- Experience supporting senior leaders and executive teams.
- Exposure to multi-country or multi-region workforce management preferred.
Core Competencies
- Strong business and commercial understanding.
- Expertise in performance management, talent development, and organizational design.
- Sound judgment in sensitive people and leadership matters.
- Excellent stakeholder management and influence skills.
- Ability to balance empathy with performance accountability.
Personal Attributes
- High integrity, discretion, and emotional intelligence.
- Structured, proactive, and execution-oriented.
- Comfortable operating in ambiguity and fast-growing environments.
- Strong leadership presence and cultural stewardship.
KEY PERFORMANCE INDICATORS (KPIs)
Talent & Workforce Effectiveness
- Time-to-hire and quality-of-hire for key roles.
- Retention rate of high performers and critical talent.
- Leadership bench strength and succession readiness.
Performance & Accountability
- Percentage of employees with clearly defined KPIs and performance plans.
- Completion and quality of performance reviews.
- Improvement in underperforming teams or roles.
Culture & Engagement
- Employee engagement and satisfaction scores.
- Reduction in employee relations issues and unresolved grievances.
- Culture alignment and leadership behavior feedback.
Learning & Development
- Participation and completion rates for learning and leadership programs.
- Demonstrated improvement in managerial and team effectiveness.
- Internal mobility and promotion rates.
HR Operations & Compliance
- Timely and compliant HR documentation and processes.
- Reduction in HR-related risks, disputes, or compliance issues.
- Efficiency and accuracy of payroll and benefits administration.
