HR Transformation & Strategic Manager

About the Role

The General Manager, HR Transformation & Strategic Operations, is the primary architect of the organization’s future-ready workforce. This role is designed to bridge the gap between high-level business strategy and operational excellence. You will lead the evolution of our organizational culture and capabilities while ensuring that the foundational HR infrastructure—systems, rewards, and compliance—is scalable, data-driven, and best-in-class.

Responsibilities

• Strategic Transformation & OD: Design and execute organizational design (OD) initiatives to enhance agility and support business scaling; define and embed core values and behaviors that drive a high-performance culture; develop integrated learning ecosystems and leadership pipelines aligned with future skill requirements.
• HR Tech & Process Optimization (HRIS & Analytics): Lead selection, implementation, or optimization of HRIS (e.g., Workday, SuccessFactors, or localized ERPs) to automate workflows and enhance the employee experience; build a robust HR analytics framework to provide actionable insights on turnover, productivity, and labor costs.
• Total Rewards & Operational Governance (C&B & Payroll): Design competitive, performance-linked compensation and benefits frameworks; oversee end-to-end payroll to ensure compliance, accuracy, and process efficiency; modernize HR policies to reflect a contemporary, flexible working environment.

Qualifications

• Experience: 12+ years of progressive HR experience, with at least 5 years in a leadership role overseeing both COE (Center of Excellence) and Operations.
• Proven track record of leading digital HR transformations while managing complex compensation & benefits and payroll structures.
• Demonstrated ability to move from board-level strategic planning to hands-on execution of learning & development programs or HRIS troubleshooting.
• Advanced proficiency in HR data analytics and a deep understanding of market benchmarking and salary structuring.
• Exceptional stakeholder management skills with the ability to influence C-suite executives and lead teams through organizational transitions.
• Education: Bachelor’s or Master’s degree in HR, Business Administration, or an analytical field. HR certifications (e.g., SHRM-SCP, SPHRI) are a plus.