Careers

WHAT DOES A HEAD OF HR DO?

Published: Jul 23, 2025 - The Head of Human Resources (HR) provides strategic leadership and oversight on all human resources functions, guiding the execution of people strategy and ensuring alignment with business objectives. This position drives organizational change, fosters culture development, builds critical capabilities, and leads initiatives in talent management, leadership development, and succession planning. The head also ensures regulatory compliance, leads the HR leadership team, and implements enterprise-wide HR frameworks and policies in coordination with regional and global priorities.

A Review of Professional Skills and Functions for Head of HR

1. Head of HR Responsibilities

Talent Strategy: Provide direction and consultation on emerging trends and evolving recruiting practices for talent in technology and financial services
HR Leadership: Lead a Human Resources team focused on driving accountability
Talent Management: Own the talent management life-cycle with proactive workforce planning, talent acquisition, performance management, organizational design, and employee experience
Recruitment Operations: Implement rigor and discipline into the recruiting process, support growth and development, and shape strategies and team alignments
Policy Development: Guide management and employee actions by researching, developing, writing, and updating policies, onboarding procedures, and workforce guidelines
Organizational Culture: Communicate and enforce organizational values throughout the global workforce
Recruiting Analytics: Develop and utilize metrics and reporting to ensure the productivity and effectiveness of recruiting efforts
HR Administration: Manage and administer various HR functions such as recruitment, compensation, learning and development, employee relations, record keeping, payroll, and compliance
Team Collaboration: Develop and maintain a strong, interactive relationship with all HR team members, assisting with their professional development

2. Head of HR Accountabilities

HR Business Partnership: Responsible for being the strategic HR business partner to the Corporate Vice President, Surgical and leadership team, as well as leading the Human Resources function for the Surgical business unit globally, though matrixed with international regions
Strategic HR Leadership: Provide HR leadership, skills and proficiency while working closely with the management team to formulate goals and practices that support business unit strategies
Change Management: Act as a change agent to guide client groups through cultural transformation efforts
Performance Improvement: Drive the organization toward higher performance results, recommending and influencing both the strategic and functional change
Capability Development: Provide leadership for the development of key capabilities and talent across the organization, leading to improved business results and a highly engaged workforce
Cultural Engagement: Partner with the Surgical Leadership Team to champion Edwards culture, demonstrate the principles of Edwards Secret Sauce and engage employees
Organizational Development: Initiate, support and/or lead organizational development strategies including change management, conflict resolution, teambuilding, executive coaching, intervention, and/or other necessary strategies
Org Design Strategy: Facilitate organizational structure analysis and redesign the organizational structure to maximize service delivery and achieve higher performance
HR Advisory Support: In conjunction with the HR Centers of Expertise, provide guidance to management on a wide variety of matters, including employee relations, Human Resources processes and/or company guidelines and/or programs
Future Capability Planning: Develop practices to bridge current abilities to future needs
Organizational Diagnostics: Diagnose individual, team and organization issues and recommend appropriate interventions
Leadership Coaching: Coach and develop all levels of management through performance feedback and effective talent management processes
HR Expertise Delivery: Provide HR expertise and/or partner with functional HR Centers of Expertise in various areas such as talent management, employee relations, talent acquisition, organization effectiveness, compensation, benefits, as well as training and development
HR Program Management: Create, implement and/or manage HR programs and services that are aligned with corporate culture, operating model, and corporate HR and business strategies
M&A HR Integration: Coordinate the HR aspects of merger and acquisition activities, functional consolidations, or other large HR initiatives for the assigned business groups

3. Head of HR Tasks

Talent Strategy Leadership: Responsible for leading organization-wide strategic talent and culture
HR Operations Oversight: Oversee organization-wide HR operations with the support of the Chief Executive Officer, including clear and transparent processes to support staff during times of growth
Diversity Advocacy: Work closely with the CEO, President, and other senior leaders and managers to ensure Centerline is maintaining its commitment to diversity in its programs
Inclusive Engagement: Create and implement a vision for inclusive communications, staff engagement, and recognition in an increasingly decentralized and virtual organization
Talent Acquisition Strategy: Build and cultivate a pipeline of the best and most diverse talent available, ensuring operational best practice and positioning Centerline as an employer of choice through awareness of practices and trends within the nonprofit, inclusive entrepreneurship, and venture investing fields
Workforce Structuring: Play a lead role in structuring and supporting staff, partnering with legal
Culture Alignment: Ensure the workforce and culture are responsive to the organization’s needs, strategy, risk management approach, and budget
Team Accountability: Ensure appropriate accountability and a high-performing team by working with managers to ensure ever-improving accountability structures
Performance Management: Work together with managers on the establishment or revision of annual goals, tracking of performance, ongoing coaching and feedback for employees
Performance Optimization: Disengaging with poor performers, and apply modern best practices associated with managing performance to achieve a high-performing organization
Staff Development Vision: Create and implement a comprehensive long-term vision for team member development, including both guidance (for managers) and implementation tools, to enable ongoing learning and development and ensure staff are engaged, productive, and prepared for future growth

4. Head of HR Job Description

HR Strategy Leadership: Liaise directly with the executive board and be accountable for the performance of the HR function and the departments within it, as well as providing strategic counsel on all people matters, including the generation of reports and data to quantify performance and skills
Employee Advocacy: Sit on company committees to provide feedback and ways to improve the resources available to employees
Employee Support Services: Oversee and schedule employee counselling and other services, liaising with third-party or outsourced providers and partners
Policy Compliance Oversight: Oversee compliance requirements and company HR policies, and adherence to
HR Initiative Development: Develop and implement HR initiatives in line with organisational objectives
Regulatory Compliance: Oversee compliance with the regulatory and statutory requirements relating to HR, Personnel and Recruitment
Departmental Leadership: Lead the HR department, including talent acquisition, employee engagement, compensation and benefits, and financial planning of the department
Governance Alignment: Continually review activities within the company, ensuring the outcomes are in line with Corporate Governance expectations
Cross-functional Collaboration: Collaborate and effectively communicate with senior managers across the organisation, ensuring positive decision-making
Professional Development: Commit to the development of personal knowledge and skills relevant to the role and attend training
Team Development Support: Ensure the HR Team is supported in their roles from a Learning and Development perspective
Project Support: Undertake any ad hoc duties or projects as requested by the directors

5. Head of HR Role Purpose

Employee Relations: Manage employee relations processes and issues as they arise in the interests of the business and the employee
People Development Planning: Build people development plans for all roles and functional areas of the business by identifying coaching and training programmes specific to areas of development, including leadership and business performance
Personal Development: Implement personal development plans across the business, including bespoke learning support and resources development
Performance Measurement: Create performance measurement tools tied to job descriptions, business plans and linked to reward
Recruitment Branding: Ensure that the firm's values are represented in all recruitment activity, advertising process and feedback mechanisms, ensuring a positive experience of engagement regardless of outcome
Organisational Design: Help design organisational structures capable of supporting growth at new operating companies
Scalable Structure Support: Help to adapt these as they grow (providing the organisational structure that can be used as the springboard for growth)
HR Systems Management: Implement and manage HR/people system

6. Head of HR General Responsibilities

HR Leadership: Supervise and build a strong, innovative, and uniform North American HR Department and be responsible for close cooperation with Maxon Headquarters
HR Systems Management: Manage the maintenance of the personnel management systems for North America
Talent Acquisition: Recruit, interview, and facilitate the hiring of highly qualified and well-fitting candidates
HR Program Administration: Overall responsible for routine tasks of local HR personnel to administer and execute human resource programs, including but not limited to compensation, benefits, and leave, performance and talent management, productivity, recognition, and morale, occupational health and safety, and training and development opportunities for all types of employees
Diversity and Compliance: Support the company’s diversity, inclusion, and equity initiatives and maintain records for EEO and affirmative action reporting requirements
Employee Relations: In charge of employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate employees
Disciplinary Procedures: Attend and participate in employee disciplinary meetings, terminations, and investigations
Regulatory Compliance: Maintain compliance and reporting with federal, state and local employment laws and regulations as well as recommended best practices, review policies and employment laws to maintain compliance
HR Documentation: Write position descriptions, benefits brochures, and maintain employee handbooks
HR Data Analysis: Conduct research and analyze data on assigned projects and report to the executive team
Compensation Strategy: Assist in the formulation of compensation objectives, manpower goals, performance management, personnel policies, and procedures
HR Trends Knowledge: Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law

7. Head of People Services Key Accountabilities

People Services Leadership: Take overall accountability for the performance of the People Services teams
Service Delivery Oversight: Performance and delivery of transactional services, ER and policy advice, customer service delivery, MI and insight, and HR systems
Continuous Improvement: Lead continuous improvement activities for ongoing service improvement and embedding
Operational Implementation: Proactively work with Centres of Excellence to convert strategy, policy, tools, and processes into service operations
HR Service Planning: Collaborate with HR Business Partners to manage the planning and delivery of HR support into the business to define services to be delivered, e.g., service standards, service management frameworks, and escalation channels
Change Portfolio Delivery: Act on behalf of the People Leadership Team to lead and sponsor the delivery of the annual HR change portfolio in collaboration with Group Technology and Change teams
Customer Focus: Maintain focus on the customer
Feedback Integration: Ensure that the People Services teams actively seek feedback from colleagues to drive performance and continuous improvement

8. Head of HR Duties and Roles

HR Function Management: Responsible for managing all functions of Human Resources for the company, including Organizational Effectiveness, Employee Relations, Training and Development, Recruiting and Talent Acquisition, Compensation, Benefits, HRIS, and Legal Compliance
Strategic HR Partnership: Act as a strategic business partner and change agent, working with managers and employees to ensure human resources alignment with overall business objectives
HR Program Delivery: Act as front-line business partner support for managers and employees for HR needs and delivers HR programs and services
Manager Enablement: Ensure all managers know the full range of HR support that can be provided
HR Fundamentals: Knows and competently deals with the HR basics
Employee Relations Support: Provide guidance and support to managers and employees on employee relations issues
Compliance and Separation: Ensure legal requirements are met, investigating employee complaints, conducting exit interviews, and processing exit paperwork
Performance and Retention: Provide guidance and support to managers in performance management, compensation issues and employee satisfaction and retention issues

9. Head of HR Roles and Details

Organizational Development: Facilitates organization and leadership development efforts, working with employees and managers to address root causes of human resources issues
Management Coaching: Provides guidance and coaching in management effectiveness and organizational design and development
Learning Program Delivery: Drives, with the Head of Talent and Programs, the development and implementation of training and development programs, including employee and manager orientations, high-potential nurturing, and manager people skills training
Benefits Strategy: Drives the design, implementation, and evolution of comprehensive benefits plans
HR Resource Management: Manages the resources needed to accomplish the HR responsibilities, such as recruitment, compensation, legal compliance, and training and development resources
Policy Development: Designs and implements corporate policies and procedures
Legal Compliance: Provides effective compliance programs with all applicable federal and state laws
Strategic Alignment: Ensures that all actions, programs, decisions, etc., are in sync with corporate philosophies, strategies, goals, and priorities
HR Direction and Staffing: Responsible for the overall direction and staffing of the Human Resources function
Talent Acquisition: Works with managers and recruiters to staff critical positions

10. Head of HR Functions

Organizational Improvement: Identify key improvement initiatives for the organisation
People Strategy Execution: Contribute to the development and implementation of the People Strategy, acting as the lead on a range of projects
Process Optimization: Ensure the HR processes and procedures are fit for purpose across all areas of the organisation
HR Performance Monitoring: Monitor and evaluate the effectiveness of the HR function in line with continuous improvement
Policy Management: Review and update HR policies in line with legislative and organisational changes, ensuring these are communicated effectively
Change Management: Lead, drive and ensure the delivery of change projects
Employee Relations Escalation: Act as an escalation point of contact for significant employee relations issues, ensuring members of the SMT are aware of any ER issues
Manager Coaching: Support and coach people managers to manage ER issues directly, in line with best practice and employment law
Leadership Development: Develop and deliver people management programs
Learning and Development: Collaborate with colleagues to develop and deliver an effective Learning and Development plan
Team Supervision: Responsible for a small number of direct reports

11. Head of HR Overview

HR Strategy Execution: Implement HR strategy within the UK/International organisation, working closely with the site Leadership Teams in line with the business strategy
HR Team Leadership: Lead, coach and motivate all HR Managers/HR Teams to implement the HR Strategy across all geographical locations in the business to include succession planning, learning and development, employee engagement, compensation and benefits, talent management, HR information systems (HRIS), and financial planning of the department
Best Practice Enforcement: Enforce best practice
HR Business Partnership: Partner with the Leaders and line management teams within the organisation, providing guidance on a variety of HR matters
Policy Development: Develop effective HR policies and procedures to reflect business aims and focus
Compliance Advisory: Advise on compliance and risk management issues
People Strategy: Drive people management strategies
Change Management: Drive and implement change management initiatives
Employee Relations Support: Support the wider HR Teams with employee relations issues
Payroll Oversight: Responsible for all UK/International payroll authorisation in conjunction with Finance

12. Head of HR Essential Functions

Payroll Oversight: Overall international payroll responsibility in conjunction with Group Finance
Training Evaluation: Evaluate and make recommendations on cost-effective training and development programs
HR Department Leadership: Lead the organization's HR departments
Wellbeing Policy Development: Develop and implement company wellbeing, health, and counselling policies
Employee Engagement: Engagement - create a working environment that promotes and engages a culture
Budget Management: Create and manage annual budgets
Leadership Development: Development of a high-performance leadership team
HR Program Implementation: Oversee/implement Human Resources programs through the Human Resources teams
Process Improvement: Identify opportunities for improvement and resolve any discrepancies
Team Management: Oversees/coaches/manages the Human Resources teams, drives the ongoing development (KPI's and objectives)
KPI Implementation: Implement departmental measurements (KPI's) that support the business strategic goals
Strategic Reporting: Develop and implement/deliver periodic reports to track strategic goals

13. Head of HR Roles and Responsibilities

Leadership Participation: Lead/participate in leadership meetings, company staff/works meetings
Training Oversight: Drive all sites to create/deliver training in line with budget requirements
HR Reporting: Deliver HR reporting accurately, up-to-date and submit on time
International Reporting: Responsible for all international/UK HR monthly and quarterly reporting
Organization Development: Design and support company-wide processes of organization development that address succession planning, key employee retention, organization design, and change management
Employee Communication: Manage employee communication and feedback via company meetings, suggestion programs, employee engagement surveys, newsletters, employee focus groups and one-on-one meetings
Organizational Planning: Direct a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company
Plan Evaluation: Evaluate plans and changes to plans
Strategic Recommendations: Make recommendations to leadership teams
Culture and Engagement: Identify and monitor the organization's culture, implement engagement surveys to support the attainment of the company's goals and promote employee engagement

14. Head of HR General Responsibilities

Stakeholder Partnership: Establish yourself as a competent, knowledgeable, trusted, reliable partner for the leaders and employees of the client organization
Player-Coach Leadership: Serve as a player/coach
Team Building: Responsible for individual contributor responsibilities and building and leading a team over time
Business Partnership: Work closely with leaders across the company to understand and conceptualize their specific business, organizational and people situation
People Insights: Support them with insights and recommendations in the people space using an analytical and fact-based approach
Solution Execution: Plan, drive, execute and monitor the effectiveness of these solutions
Organizational Health: Assume shared responsibility for the organizational and cultural health of client groups and the effectiveness of its leadership team(s)
Cross-Functional Collaboration: Partner with other functions and teams like Finance, Recruiting, IT, and Employee Experience to provide integrated solutions to partners

15. Head of HR Business Partners Roles

Business Partner Leadership: Develop, lead, and manage the business partnering team, ensuring that Business Partnering Services are provided, identifying new opportunities where they can add value
Culture Development: Support the development of an employee-oriented, high-performance culture that emphasises excellence and collaboration, is inclusive and diverse, and is founded on the Unum values
Leadership Coaching: Elevate people leadership capabilities by providing advice, support and coaching to Exec and senior-level people leaders on all HR and talent matters
Performance Management: Ensure that the performance management process and framework drive a high-performance culture, addressing any performance issues early through effective coaching and support
Organisational Design: Initiate, deliver and support organisational design and development projects and support major organisational change initiatives within the business
Talent Process Support: Provide first-line support on other annual processes such as salary review, talent management and succession planning processes
Capability Building: Evaluate needs and work with Global and UK SME colleagues to create learning, talent, I&D and CSR interventions and approaches that support and upskill line managers to coach, develop, and manage their teams to deliver effectively and be fully engaged in the business
Professional Development: Develop professional knowledge and external networks to stay abreast of best practice developments and thinking in the HR and organisational development (OD) field

16. Head of HR Key Accountabilities

HR Team Leadership: Lead the local HR team by providing guidance, development opportunities and functioning as a role model
Employee Relations Support: Support the senior management team in all employee relations matters
Global Project Implementation: Implement all global HR projects as part of the “Global People Strategy” on a local level
Regional HR Alignment: Align HR duties with other geographical regions and teamwork with the Head of Human Resources, Europe
Talent Strategy: Manage the local talent and recruitment strategy
Executive Recruitment: Recruit local senior management
Workforce Restructuring: Manage redundancies and organizational restructuring
Legal Compliance: Stay updated on legal topics and compliance
Strategic HR Projects: Lead on strategic HR projects for a geographical region
HR Budget Management: Manage the local HR budget
Personnel Planning: Conduct annual personnel planning meetings with managers
Coaching and Mediation: Coach and mediate between employees and managers
Global HR Integration: Continuously review all HR initiatives as part of a “global” HR Management approach
KPI Alignment: Work with the Chairman to set and achieve key performance goals (KPIs) in line with Travelzoo’s strategy

17. Head of HR Job Description

Organizational Restructuring: Support the organisation through restructures
Employee Engagement: Ensure engagement is maintained and that managers act in a way that involves their staff
Manager Capability Building: Ensure managers are upskilled to deal with people in a fair and effective manner
Policy Compliance: Responsible for reviewing, updating and implementing company policies to ensure they are in line with current legislation and according to industry best practices
Legal Oversight: Oversee all people practices to ensure they are legally compliant
Case Management: Deal with complex cases, such as disciplinary grievances and appeals, and manage disputes appropriately (for example, mediation or tribunal cases)
Document Maintenance: Ensure employee handbook, HR policies, procedures, tools and templates are kept up-to-date
HR Query Resolution: Deal with all HR queries and issues
Training Delivery: Develop and deliver training courses
Performance Alignment: Ensure the business performance is in relation to the organisation’s objectives
ER Collaboration: Collaborate with line managers to review employee relations, probationary reviews and performance management
Process Improvement: Assist in work reviews and recommend change processes
Global HR Collaboration: Collaborate closely with the wider global HR Teams and Talent Team
Compensation Benchmarking: Work alongside the wider HR team on benchmarking to ensure salaries and bonuses are in line with market standards

18. Head of People Duties

HR Initiative Execution: Drive the organizational development of HR initiatives from conception to execution
Strategic Collaboration: Work collaboratively across business units to solve today's challenges while maintaining a forward-thinking mindset that takes into account where we'll be six months, a year and several years from now
Talent Development: Learn and develop, performance management, and employee engagement processes for the company
Policy Ownership: Propose additions, draft updates, and fully own all People policies and procedures, including the employee handbook, ensuring alignment with company goals and mission
Employee Relations: Respond to employee inquiries, coach people managers and drive high engagement in all Morning Consult offices
DEI Leadership: Oversee the company’s diversity, equity and inclusion work
HR Team Management: Hire, manage and mentor a team of HR professionals
Organizational Coaching: Serve as a coach, mentor, and advisor to staff by forming trusted relationships across the organization

19. Head of HR Details

HR Leadership: Lead the HR function
Budget Management: Responsible for the day-to-day management of the HR cost centre budget
Strategic Contribution: Contribute to strategic planning and decision-making
Organizational Design Support: Actively support the Region Europe leadership team in identifying changes to the organisational structure
HR Advisory Support: Provide HR support on all HR related areas to managers across the company
HR Integration Management: Manage mergers for the HR function, identifying risk areas
Team Supervision: The line manager is responsible for direct reports
Compliance Implementation: Ensure all HR activities are implemented in accordance with the organisation's HR strategy and practices and in compliance with internal procedures and statutory requirements

20. Head of HR Roles

Senior HR Leadership: Join the Guinness Care Senior Management team in the South West, based in either Bristol or Exeter, with national responsibility
Executive Reporting: Report to the Guinness Care Managing Director
Team Development: Responsible for leading and developing the HR and L&D Teams
Line Management Support: Providing line manager support to the Guinness Care H&S Manager, delivering an efficient and effective performance-focused HR service
Strategic HR Alignment: Support both the strategic and operational aims of Guinness Care, upholding values and principles and ensuring high levels of customer satisfaction within the stakeholder community
Employment Law Expertise: Knowledge lead for Employment Law and will work closely with Senior Managers and business leaders to coach and advise on complex HR issues
Regulatory Compliance: Ensure Guinness Care meets its legal and regulatory requirements
HR Collaboration: Work closely with the wider HR Service and other senior HR colleagues to provide a consistent approach across the group

21. Head of HR Responsibilities

HR Leadership: Manage and supervise the HR Team, planning budgets and HR strategy
Talent Acquisition: Recruit new A players per year through a team of recruiters
Employer Branding: Plan the Employer Branding Strategy
Culture Development: Protect and develop the Company Culture
Workplace Excellence: Make Playsoft one of the best places to work in Poland
Turnover Reduction: Reduce employee turnover below the market standard
Career Pathing: Plan and develop the career of Playsoft employees, from onboarding to exit
Performance Management: Improve their performance and make them grow - yearly review, improve the performance of employees
Training Implementation: Support Team Lead to implement a training program tailored to employees’ needs
Offboarding Experience: Make the employee exit painless and plan great transitions
Employee Satisfaction: Analyze the internal survey and determine actions to increase employee satisfaction at Playsoft
Team Building: Organize internal and external team-building events

22. Head of HR Overview

Administrative Coordination: Coordinate and execute administrative tasks within due time and without errors
Contract Compliance: Ensure respect for the employment contract to legislation
Payroll Administration: Coordinate internal administration with the external cabinet to ensure the production of the payroll, financial statements, tax declarations, VAT returns etc.
Institutional Communication: Manage communication with national institutions (ZUS, PFRON, Tax Office, etc)
Process Optimization: Optimize the administrative process to reduce waste
Financial Planning: Create a yearly Playsoft budget by November and financial statements by February
Shareholder Reporting: Provide visibility to shareholders with detailed monthly reports
Culture Development: Support the development of a healthy internal culture that retains key employees and encourages their professional development
Brand Alignment: Ensure that all activities are consistent with and support the global direction of the brand
Business Innovation: Responsible for innovation across the business
Global Collaboration: Work with global colleagues on global initiatives

23. Head of HR Details and Accountabilities

Talent Acquisition Strategy: Craft talent acquisition strategies to build strong pipelines for future hiring needs
Career Development: Formulate career development plans
Compensation Strategy: Ensure the compensation and reward strategy is in line with market standards and performance ratings
Onboarding & Retention: Develop internal and external processes for managing key hires' onboarding, training and retention
Growth Culture: Foster a growth-oriented and motivating environment while keeping employees and management accountable to company policies, procedures and guidelines
Capability Planning: Evaluate the capability plan, training and development programs
HR Effectiveness Analysis: Analyze the effectiveness of HR procedures and tools
Policy Compliance: Ensure HR policies are in line with local legislation and global Gro247 policies
Strategic HR Alignment: Ensure HR plans align with Gro247's mission and business objectives
Talent Management: Talent attraction and retention
Business Partnership: Understand business needs and providing strategic advice and initiatives to achieve the business goals
HR Process Improvement: Oversee all HR processes and continually improve efficiency

24. Head of HR Functions

People Strategy Leadership: Oversee and lead initiatives in Talent Development, Compensation, Benefits, Culture/Engagement, Employee Relations and Facilities Management
Global Culture Building: Ensure that we build and maintain a cohesive global culture (including vision, mission and values)
Program Design: Use prior experience and creativity to design and build policies, benefits programs, compensation plans, feedback systems, and training programs
Values Integration: Helps to define company values and identify ways to live them throughout the company
People Program Implementation: Build and implement programs across recruiting, onboarding, ongoing training, feedback and culture building
HR Data Analysis: Provide useful data to help guide decision-making, and allow the company to scale effectively and efficiently
Global HR Leadership: Provide leadership on people-related issues and policies globally across the company
Employee Relations Care: Maintain an environment that promotes healthy communication and handles employee relations issues with the highest degree of empathy and respect

25. Head of HR Responsibilities

HR Function Leadership: Leads HR function across countries in the provision of the highest standard and quality of HR advice, service, processes and procedures, ensuring end-to-end delivery of HR governance
Risk Management: Maintains controls environment with robust processes, in order to proactively manage and mitigate functional/franchise risk
HR Alignment: Integrates and aligns HR priorities across multiple countries from a business, geographic and legal entity perspective
Strategic Planning Contribution: Contributes to strategic planning and decision making at the top executive level, so the organization's human resource strategy is aligned with other business strategies
Executive Advisory: Serves as a trusted advisor to the Emerging Markets Cluster Head and EMEA HR Head for complex, sensitive, and high-level strategic people issues, such as setting a multi-year engagement/talent agenda
Talent Strategy: Establishes effective resourcing, mobility, development, succession and retention plans for leadership teams/key roles across the Emerging Markets Cluster, influences talent, performance and mobility decisions in the best interests of the overall Citi franchise
Culture and Change Management: Oversees cultural transformation, organization design and change management post-merger and supports business in the enhancement of employee engagement, implementation of diversity initiatives, and ensures a culture of ethical behaviours at an individual and collective level
People Strategy Interface: Proactively advises and influences all staff-related matters as an integral part of the Emerging Markets Cluster management team as the primary interface, from a people strategy and leadership perspective, for external stakeholders such as the Regulators, Government bodies, Unions, Auditors, and the various Board of Directors
Risk and Ethics Oversight: Appropriately assess risk and reward when business decisions are made, demonstrating particular consideration for the firm's reputation and safeguarding Citigroup, its clients and assets. Driving compliance with applicable laws, rules and regulations, adhering to policy
Ethical Conduct: Applying sound ethical judgment regarding personal behaviour, conduct and business practices, and escalating
Control Supervision: Managing and reporting control issues with transparency, as well as effectively supervising the activity of others
Accountability Culture: Create accountability with those who fail to maintain these standards

26. Head of Human Resources Duties

Legal Governance Expertise: Function as a local expert and a responsible person for all legal/governance-related topics in the respective countries
HR Business Partnership: Act as a local HR partner for daily interaction with the business and people - Talent discussions, Development, Engagement, Training, Org development, Efficiency and Effectiveness, Communication
Legal & Compliance Support: Support management and employees in case of legal issues, compliance, or grievances
Restructuring Strategy: Responsible for defining strategy for the Restructuring cases in Denmark, Finland and Norway and Sweden, Kista
Restructuring Governance: Restructure ownership and E2E overview for the Social Plan/Severance package governance, management, and execution for all restructuring topics
Employee Relations Implementation: Implement Global/Pan-European employee relations projects and policies in Denmark, Finland and Norway as well as in Sweden, Kista, while ensuring legal compliance and governance upon consultation with the CHR Head Sweden, Lund
Stakeholder Management: Manage Nordic local legal stakeholders, such as government authorities and industry associations
Team Leadership: Manage the team to run activities under the framework and directions with the COE teams
Localized HR Strategy: Define tailor-made needs for Nordic initiatives as per the business needs, proactively discuss with HR Governance, COE and SHRBP
Legal Change Communication: Inform the COE team of any legal changes that impact rewards, benefits, resourcing, training and development topics (e.g., introduction of mandatory company pension scheme, mandatory salary increases, etc.)
Reward Advisory: Provide local insights and inputs (e.g., supplier changes, package offers/benchmarking) as well as advising the business on reward topics
Union Relations: Collaborate with CHR Head Lund to manage the Union's agenda and information flow in Sweden, Kista

27. Head of HR Responsibilities and Key Tasks

HR Agenda Deployment: Create and deploy the HR agenda for the business within a geography, aligned with HR, business, and shared services strategies
Strategic Integration: Ensure integration of HR priorities into business plans
Business-Driven Solutions: Evaluate appropriate business, financial, or other drivers across groups to inform HR solutions (e.g., assess effectiveness, identify gaps)
Sector HR Leadership: Lead strategic HR work for the sector in a country/cluster in support of business goals, enterprise goals, and sector HR strategies
Leadership Coaching: Develop a trusted partnership/coaching relationship with leaders/teams that enhances their impact
Executive HR Representation: Represent Business Unit Human Resources on the Enterprise Functions Leadership Team and the North America HR Leadership Team
Talent Needs Analysis: Identify talent needs of the business via analytics, business acumen, and effective analysis
Talent Strategy Deployment: Develop/deploy talent strategies in partnership with local leadership to grow and advance effective, diverse talent pools and drive meaningful talent planning, build on global and regional sector strategies to implement within country/cluster
Talent Agenda Support: Support country/cluster business leaders for the sector/function to drive the talent agenda and achieve business results

28. Head of HR Roles and Details

Strategic HR Partnership: Partner with global-sector, region-sector, and country/cluster HR leaders to shape culture, employee engagement, talent agendas, and change initiatives
Cross-Group Integration: Partner x-group, including across all parts of the HR model, to ensure integrated solutions and seamless experiences for both HR and the business
Cross-Sector Collaboration: Collaborate x-sector/functions on initiatives/goals that apply across the country/cluster
Opportunity Identification: Identify opportunities to partner x-group and or the x-sector to ensure integration of efforts
Local Partnership Alignment: Partner with the country/cluster OneHR double hat leader to identify unique needs for partnership with CS/GS
Team Performance Oversight: Ensure effective performance of the team
Team Engagement: Ensure meaningful engagement, development, and energy of the team
Culture Leadership: Drive a culture of Credo, growth, collaboration, and inclusion within the team
HR Function Support: Direct report in support of the Human Resources function

29. Head of HR Roles and Responsibilities

HR Consulting Services: Provide a broad range of HR consulting services to client groups within the organization for Germany, including advice on staffing, managing talent (assessment, development and redeployment), compensation processes, organization effectiveness (change management, leader effectiveness, performance management, coaching, organization design), employee engagement (communications, employee relations, facilitation of rewards and recognition, employee involvement) and change management to support constant transformation
HR Strategy Execution: Leverage central resources to ensure efficient delivery and implementation of all HR strategies and plans
Matrix Team Leadership: Lead a team of matrix professionals within HR and ensuring a healthy working environment in the context of the ‘Future of Work’ global strategy
GDPR & Data Privacy Compliance: Apply an in-depth understanding of the business impact of technical contribution and its impact under GDPR/Data Privacy regulations
Resource and Policy Control: Exercise control over resources, policy formulation and planning
HR Risk Management: Focus on risk and controls in all HR function-related products and services
Works Council Partnership: Manage the relationship with the Workers Council to achieve the right balance between global and local HR requirements
Governance Oversight: Ensure all the required in-country governance is up-to-date and understood by all relevant parties
Board Advisory Support: Provide strategic HR advice and support to the CGME Board, CGME Executive and Operating Committees and Board Committees, e.g., RemCo
Headcount Planning: Monitor and advise on headcount moves within CGME to define the target operating model for Europe, more specifically, the CGME legal entity
HR Strategy Development: Define HR strategy and solutions for the increased complexity and growth of the CGME legal entity
Regulatory Compliance: Ensure enhanced compliance with all regulatory requirements for HR, including interactions with regulators and auditors
Culture and Change Leadership: Leads and supports business-critical culture and change initiatives, enabling the management teams to achieve business objectives, implement strategic/operational people plans and ensure alignment with regulatory expectations, particularly in the areas of conduct, ethics and remuneration/governance
External Representation: Responsible for representing Citi on external bodies for HR related topics

30. Head of Human Resources Responsibilities

HR Leadership: Provide HR leadership and stewardship to advise, challenge, monitor and report on people strategy execution and operational people matters
Change Management: Act as a change agent, drive people practices in culture and organization development, critical capability building, leadership development, talent management and succession planning, competitive resourcing strategy with differentiated Employer Value Proposition and employer branding
People Strategy Framework: Develop and implement related people strategy and policy framework in talent and succession planning, remuneration, culture and behavioral standards, and compliance with legal and regulatory requirements to meet corporate governance
Regulatory Compliance Oversight: Lead all relevant HR regulatory and compliance matters and the management of operational risks
HR Leadership Team Management: Lead the HR Leadership Team in the Bank and formulate plans to deliver people strategies across the entity
HR Capability Building: Build change capacity in the HR function to bring about improvement in service delivery and team productivity through ongoing development of HR capabilities and fostering new ways of working
Global HR Alignment: Engage and provide input to Regional people initiatives, Global HR policy and solutions
Strategic HR Execution: Design and deployment plans, taking into account corporate requirements, commercial considerations and resource deployment to ensure smooth execution across the whole portfolio of business lines in the entity

Relevant Information

What Does An HR Manager Do?

What Does An HR Administrator Do?