Director Human Resources, PIOC - Corporate

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About the Role

The Director - HR is responsible for developing and implementing Human Resources strategies and programs that align with the company's global business objectives. The role involves overseeing all aspects of human resources management across international ports, including talent acquisition, employee development, compensation and benefits, and HR operations.

Responsibilities

1. Develop and implement international human resources strategies and programs that align with business objectives: responsible for developing and implementing HR strategies that support the company's global business objectives. This involves understanding the company's goals and objectives and designing HR programs that align with those objectives.
2. Implement compensation and benefits programs that are competitive in global markets.
3. Ensure compliance with international employment laws and regulations: The Director - HR will ensure compliance with international employment laws and regulations. This involves staying up-to-date on employment laws in all countries where the company operates and developing policies and procedures that are compliant with those laws.
4. Provide guidance and support to HR Management & leaders in international locations.
5. Develop and implement employee development and training programs that support career growth and succession planning: The Director - HR will develop and implement employee development and training programs that support career growth and succession planning. This involves designing programs that support employee growth and development and ensuring that employees have the skills and knowledge needed to succeed in their roles.
6. Manage the HR operations function, including payroll, HRIS, and HR analytics.
7. Partner with senior management to identify and address key talent management issues across the organization: The Director - HR will partner with senior management to identify and address key talent management issues across the organization. This involves identifying areas where talent management can be improved and developing strategies and programs to address those areas.
8. International Mobility: Establish policies and procedures that support international mobility & assignments to ensure that employees can work effectively across different countries and regions.
9. Due Diligence: Assist with the due diligence process by assessing the target company's HR policies and practices, including its talent management, performance management, compensation and benefits, and compliance with labor laws and regulations to better understand the target company's HR strengths and weaknesses and inform the post-merger integration process.
10. HR Information Systems: Ensure that the businesses have effective HR information systems (HRIS) in place to manage employee data, support HR operations, and inform decision-making.
11. Lead and participate in cross-functional projects and initiatives that impact HR, such as mergers and acquisitions, new market entry, and system implementations.
12. Developing international consistent HR policies that can be adapted to local requirements based on employment laws.
13. Adapting HR programs to local needs and requirements, taking into account the differences in culture, language, and employment laws. For example, employee benefit programs may need to be modified to align with local customs and regulations.
14. International Recruitment Strategy: Developing a consistent international recruitment strategy that includes sourcing candidates from diverse talent pools, promoting employer branding, and leveraging technology to attract and retain top talent across all locations.
15. Implementing talent development programs that support the career growth and development of employees across all locations.
16. Compliance with International Employment Laws: Ensuring compliance with international employment laws and regulations in all locations where the company operates. This includes staying up-to-date on changes in laws and regulations and implementing policies and procedures to ensure compliance.

Qualifications

1. A Bachelor's degree in Human Resources, Business Administration, or a related field is typically required for this role.
2. A Master's degree in Human Resources, Business Administration, or a related field is preferable.
3. Specialization in international business or cross-cultural communication is a plus.
4. Professional certifications such as SHRM-SCP or SPHR, or other relevant certifications in international HR Management.
5. Minimum of 13+ years of experience in Ports and Maritime with at least 5 years in a senior leadership role within a large, multi-national organization focusing on Ports, Logistics, and Supply Chain.