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
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