Human Resources Director

The Human Resources Director is responsible for developing and executing the overall people strategy to support the organization's business objectives. As a strategic business partner, the HR Director will lead all aspects of human capital management, including talent acquisition, organizational development, employee engagement, performance management, learning & development, rewards, culture, and HR operations. Key Accountabilities: Strategic HR Leadership • Develop and implement the organization's HR strategy aligned with business goals and growth plans. • Act as a trusted advisor to the executive leadership team on all people-related matters. • Drive organizational design and workforce planning to support evolving business needs. • Lead change management initiatives during business transformation and growth. • Develop succession planning and leadership development strategies. Talent Acquisition & Workforce Planning • Develop talent acquisition strategies to attract high-quality professionals across event operations, commercial, creative, production, and corporate functions. • Build strong employer branding initiatives to position the organization as an employer of choice. • Partner with business leaders on manpower planning and hiring forecasts. • Improve recruitment processes, quality of hire, and candidate experience. • Build talent pipelines for critical and niche event-related roles. Performance & Talent Management • Lead the organization's performance management framework. • Drive goal setting, performance reviews, calibration, and talent assessments. • Identify high-potential employees and develop succession plans. • Design career progression frameworks and internal mobility programs. • Coach senior leaders on performance and people management. Learning & Leadership Development • Develop learning strategies aligned with business capability requirements. • Build leadership development programs for managers and future leaders. • Strengthen functional and behavioural competencies across the organization. • Promote a culture of continuous learning and professional development. Employee Experience & Culture • Champion a high-performance, inclusive, and values-driven culture. • Lead employee engagement initiatives and action planning. • Strengthen employee communication and feedback mechanisms. • Drive diversity, equity, inclusion, and well-being initiatives. • Enhance employee retention through meaningful engagement programs. Compensation & Benefits • Oversee compensation, benefits, and recognition strategies. • Ensure market competitiveness through regular benchmarking. • Manage annual salary reviews, bonus cycles, and incentive programs. • Maintain internal equity and pay governance. HR Operations & Compliance • Ensure HR policies and procedures remain compliant with applicable labour laws. • Oversee employee lifecycle processes from onboarding through offboarding. • Drive HR process improvements and digital transformation initiatives. • Ensure effective HR governance, documentation, and reporting. • Manage HR systems and workforce analytics. Employee Relations • Build trusted relationships across all levels of the organization. • Resolve complex employee relations matters fairly and effectively. • Guide leaders on disciplinary processes and conflict resolution. • Promote a positive workplace built on trust, transparency, and accountability. HR Analytics & Business Insights • Develop meaningful HR dashboards and executive reporting. • Use data to inform strategic workforce decisions. Leadership Responsibilities • Lead, mentor, and develop the HR team. • Foster a collaborative, service-oriented HR function. • Build HR capabilities that support business growth and operational excellence. • Promote innovation and continuous improvement within HR. Qualifications, experience, & skills: Qualifications • Bachelor's degree in Human Resources, Business Administration, Psychology, or related field. • Master's degree in Human Resources, Business Administration (MBA), or equivalent preferred. • Professional HR certifications (SHRM-SCP, CIPD, SPHR, CHRP, or equivalent) are an advantage. Minimum Experience: • 15+ years of progressive HR experience. • Minimum 7–10 years in senior HR leadership roles. • Experience supporting high-growth, project-based, or service-driven organizations. • Prior experience within events, entertainment, hospitality, media, experiential marketing, or similar industries is highly desirable. • Proven experience partnering with executive leadership on organizational strategy. Technical Competencies • Strategic HR Management • Organizational Design • Talent Management • Workforce Planning • Leadership Development • Compensation & Benefits • HR Analytics • Employment Law • Change Management • HR Technology and Digital Transformation Leadership Competencies • Strategic thinking • Executive presence • Influencing and stakeholder management • Business acumen • Decision-making • Coaching and mentoring • Emotional intelligence • Conflict resolution • Change leadership • Innovation mindset • Results orientation Show more Show less