Vice President Strategy

Role Purpose

We are looking for an energetic and forward-thinking HR professional who can help build a more modern, market-competitive and technology-enabled people function. This role will work closely with HR and business leaders to convert people priorities into practical, measurable actions across workforce planning, talent strategy, employee experience, HR analytics, digital HR and AI-enabled ways of working.

Strategic HR Partner

Translate business growth plans into clear people, capability and workforce strategies.

Digital & AI Enabler

Bring practical understanding of HR technology, automation, data and AI use cases.

Culture & Talent Builder

Strengthen employee experience, employer brand, talent pipelines and future skills.

What This Role Will Deliver

1. HR Strategy & Workforce Planning

• Work with leadership to develop a practical HR strategy aligned to growth, productivity and capability priorities.
• Build workforce plans that identify future skills, critical roles, hiring priorities and capability gaps.
• Support organization design, role clarity, succession planning and talent pipeline readiness.
• Use market insights and benchmarking to recommend competitive people practices for .

2. HR Transformation, Systems & Process Improvement

• Lead projects that simplify, digitize and improve HR processes across the employee lifecycle.
• Support implementation and adoption of HRMS, ATS, dashboards, workflow tools and employee self-service platforms.
• Identify opportunities for automation, process standardization and improved service delivery.
• Convert transformation ideas into structured project plans with milestones, ownership, risks and measurable outcomes.

3. AI, Analytics & Future of Work

• Bring working knowledge of new-age HR technologies including AI-enabled recruitment, analytics, talent intelligence and learning tools.
• Develop practical AI use cases for HR such as candidate screening support, workforce forecasting and knowledge management.
• Create HR dashboards and insights for hiring, attrition, internal mobility, productivity and workforce cost.
• Drive AI literacy and future-skills awareness within HR and partner with relevant teams for responsible adoption.

Key Responsibilities

Talent Strategy & Employer Branding

• Design attractive and market-competitive hiring strategies for niche, digital, leadership and critical business roles.
• Strengthen employer branding through clear employee value proposition, candidate experience and market positioning.
• Build talent communities and partnerships with institutions, industry forums and specialist networks.
• Track recruitment effectiveness through quality of hire, time-to-fill, funnel health and hiring productivity metrics.

Employee Experience, Culture & Retention

• Use employee feedback and data to identify themes and recommend practical interventions.
• Promote an inclusive, collaborative and high-performance culture across locations and teams.
• Support communication and change enablement for HR transformation initiatives.

Governance, Risk & Stakeholder Management

• Prepare executive-ready updates, dashboards and decision notes for HR leadership and management forums.
• Work with internal stakeholders, vendors and consultants to deliver HR initiatives on time and with quality.
• Ensure HR initiatives are aligned with internal controls, policy requirements, confidentiality and governance expectations.
• Maintain strong documentation of benefits, risks, dependencies and action plans for key HR projects.

Success Measures / KPIs

Focus Area

Indicative Success Measures

HR Transformation

Delivery of HR transformation roadmap; process efficiency improvement; adoption of HR systems and self-service solutions.

AI & Digital HR

Number of practical HR technology / AI use cases implemented; adoption rates; measurable automation benefits.

Talent Strategy

Improved hiring effectiveness for critical roles; stronger talent pipeline; improved candidate and hiring manager experience.

People Analytics

Leadership adoption of HR dashboards; quality of workforce insights; data-driven recommendations implemented.

Employee Experience

Improvement in retention of critical talent, internal mobility and manager enablement initiatives.

Governance

Timely project reporting, clear risk tracking, audit-ready documentation and adherence to HR policies and controls.

Candidate Profile

Education

• MBA / PGDM / Master’s degree in Human Resources, Organizational Development, Business Administration, Industrial Relations, Psychology or related discipline.
• Preferred certifications: SHRM, CIPD, HRCI, HR Analytics, AI for HR, Design Thinking, Agile HR or Change Management.

Experience

• 12-15 years of progressive HR experience with strong exposure to HR strategy, transformation, HR technology and workforce planning.
• Hands-on experience in at least two of the following areas: HR transformation, talent strategy, HRMS / ATS implementation, people analytics, employer branding, organization development or employee experience.
• Preferred background in GCC, shared services, banking / financial services, consulting, technology services or multinational environments.
• Demonstrated ability to work with senior stakeholders and convert strategic goals into structured execution plans.

Core Competencies

Strategy & Business Partnership

• Strategic workforce planning

• Organization effectiveness

• Business acumen

• Executive communication

Digital, Data & AI

• Digital HR mindset

• HR technology literacy

• People analytics

• AI use case awareness

Talent, Culture & Change

• Talent intelligence

• Employer branding

• Employee experience design

• Change management