General Manager, Human Resources

ROLE PURPOSE:
The General Manager, Human Resources (GM HR) is a senior HR leader responsible for developing and executing the overall HR strategy, driving departmental initiatives, and supporting organizational goals in alignment with the company's strategic vision. This role serves as a high-level HR strategist, empowering the HR Business Partner (HRBP), HR Operations, and Learning & Development (L&D) teams to ensure a comprehensive and cohesive approach to all HR functions. The GM HR partners with executive leadership to enhance talent management, foster a positive employee experience, and ensure compliance while supporting a culture that reflects the MOL CHARTS values.

Strategic HR Leadership & Vision:

• Develop and lead the HR strategy to support organizational goals, working closely with executive leadership to align HR initiatives with business priorities.
• Serve as a strategic advisor to senior leadership on human capital issues, providing insights on workforce trends, employee engagement, and talent development.
• Lead the HR department, setting vision and priorities for the HRBP, HR Operations, and L&D functions, while ensuring cross-functional alignment across all HR activities.
• Champion diversity, equity, and inclusion (DEI) initiatives, embedding these values into company culture and HR programs.

Oversight of Talent Development & Succession Planning:

• Provide strategic oversight for talent development and succession planning, empowering the L&D Specialist to design and implement high-impact training and development programs.
• Collaborate with HRBP to identify and develop future leaders, ensuring a robust talent pipeline for key roles and advancing long-term succession planning.
• Oversee the company's performance management approach, aligning it with MOL CHARTS values and strategic objectives, while supporting the HRBP in guiding managers through performance improvement and development plans.

HR Operations, Compliance, & Data-Driven Insights:

• Oversee all HR operations, ensuring alignment and integration of payroll, benefits, and HRIS functions with strategic goals, provide guidance to the HR Operations Manager to maintain high levels of service and compliance.
• Ensure compliance with applicable laws and regulations, overseeing internal audits and regulatory reporting, and supporting a culture of accountability and integrity within HR.
• Use HR analytics to inform strategic decisions, collaborating with HR Operations to analyze and interpret key metrics, and deliver insights that support workforce planning and performance management.

Employee Relations & Culture Stewardship:

• Promote a positive and inclusive workplace culture by overseeing employee relations, supporting the HRBP to ensure fair and consistent treatment aligned with company values.
• Lead initiatives to enhance employee engagement, partnering with HRBP and L&D to support employee well-being and engagement through wellness programs, mental health support, and work-life balance initiatives.
• Act as an escalation point for complex employee relations issues, supporting the HRBP in managing disputes, grievances, and performance matters in a manner consistent with organizational values.

Organizational Development & Change Leadership:

• Drive organizational development initiatives that enhance productivity and employee satisfaction, ensuring HR processes and policies adapt to meet the evolving needs of the business.
• Lead change management efforts, including restructuring and office relocation, to promote smooth transitions and communicate effectively with impacted teams.
• Oversee the onboarding and off-boarding processes to ensure consistency and alignment with company's culture, vision, and standards.

Vendor & Stakeholder Partnership Management:

• Oversee vendor relationships to ensure seamless HR service delivery, including payroll, benefits, and HRIS, working closely with HR Operations Manager to monitor performance and ensure adherence to service standards.
• Collaborate with Benefits Advisors and vendors to evaluate and adjust benefits offerings, balancing cost-effectiveness with employee needs and regulatory requirements.
• Maintain strong internal and external relationships, working collaboratively across departments and with external advisors to enhance HR's strategic impact.

Project & Policy Leadership:

• Lead strategic HR projects, including policy updates, HR technology initiatives, and employee engagement surveys, ensuring alignment with company goals and effective communication across the organization.
• Foster a continuous improvement mindset within the HR department, encouraging the team to identify and implement efficiencies in processes and service delivery.
• Partner with executive leadership to update and communicate HR policies as needed, ensuring alignment with company values and compliance requirements.

Personal Qualities:

• Strategic, visionary leader with a high degree of integrity and an ability to inspire and motivate the HR team.
• Skilled collaborator with excellent interpersonal skills, capable of influencing at all organizational levels.
• Adaptable, innovative thinking with a strong sense of focus on continuous improvement.
• Committed to fostering an inclusive, employee-centered workspace culture

Qualifications/Experience Required:

• Bachelor's degree in Human Resources, Business Administration or related field; Master's degree preferred.
• 10+ years of progressive experience in HR, with at least 5 years in a leadership role, ideally within a complex, multinational organization.
• HR certification (e.g., SPHR, SHRMP-SCP) preferred.

Technical Competencies:

• Proficient in HRIS systems, data analytics, and performance metrics with a strategic approach to data-driven decision-making.
• Deep understanding of compliance requirements and HR best practices in areas such as employee relations, benefits, and organizational development.

Skills Competencies:

• Strong organizational and project management skills
• Able to balance strategic vision with operational effectiveness.
• Effective communicator with strong written and verbal skills, able to present complex information clearly to diverse audiences.
• Collaborative and empathetic leader with conflict resolution and mediation expertise to navigate complex HR challenges.