The HR Operations Director is accountable for the design, delivery, and continuous optimisation of the organisation’s core HR operational platform. The role ensures that all people processes, systems, and services operate with high efficiency, accuracy, and compliance while supporting a consistent and positive employee experience. Acting as the operational backbone of the HR function, the role translates people strategy into scalable operating models, reliable service delivery, and data‑driven insight that enables business performance and workforce sustainability.
Own and continuously refine the end‑to‑end HR operating model, including shared services, in‑house operations, and outsourced activities. Ensure reliable delivery of employee lifecycle processes such as onboarding, offboarding, workforce administration, employee records management, and service desk operations, with clear accountability for quality, consistency, and turnaround times.
Act as the functional owner of the HR systems ecosystem, ensuring data accuracy, process integrity, and effective system utilisation. Lead ongoing system enhancements, integrations, and upgrades in partnership with IT and vendors, while enabling automation, standardisation, and improved access to workforce data and reporting.
Provide governance and oversight of payroll, benefits administration, and workforce administration activities, whether delivered internally or through external providers. Ensure accuracy, timeliness, and control across all payroll cycles, benefits processes, and employee transactions, with strong coordination across HR, Finance, and third‑party providers.
Ensure HR operations comply with applicable employment regulations, internal policies, and governance standards across all operating locations. Lead HR audits, policy governance reviews, and operational risk assessments, embedding controls that mitigate people‑related risk and protect the organisation from compliance failures.
Drive continuous improvement across HR operations through process simplification, standardisation, and digitisation. Lead operational transformation initiatives that improve efficiency, reduce manual effort, enhance employee experience, and support scalability as the organisation grows or restructures.
Establish and govern HR operational metrics, service level agreements, and dashboards to track performance, trends, and issues. Use workforce data and people analytics to provide actionable insight to HR leadership and the business, supporting informed decision‑making and operational prioritisation.
Lead, develop, and hold accountable HR operations and shared services teams, building technical capability, service mindset, and operational discipline. Manage HR operations budgets, vendor relationships, and resource allocation to ensure cost‑effective delivery and sustained service quality.
Strong understanding of how to design, operate, and optimise end‑to‑end HR operations and shared services models that deliver consistent, high‑quality employee services at scale.
Deep knowledge of HRIS platforms, system integrations, and process automation, with the ability to translate business requirements into efficient digital HR solutions.
Solid expertise in payroll governance, benefits administration, and workforce data management, with an emphasis on accuracy, control, and risk mitigation.
Comprehensive understanding of HR governance, policy management, and employment compliance requirements, and how to embed controls into HR operational processes.
Proven capability to lead teams through operational change, drive continuous improvement, manage stakeholders, and maintain service continuity during transformation.
10–15+ years of progressive Human Resources experience, with substantial responsibility for HR operations, shared services, or HR delivery models.
Proven experience leading HR operational scale, transformation, or service delivery optimisation in complex, multi‑location or matrixed organisations.
Demonstrated hands‑on ownership of HR systems, payroll governance, compliance controls, and workforce administration within a corporate environment.
Agility
AI Fluency
Build High-Performing Teams
Build Process and Systems
Business Acumen L4
Data Driven L4
Digital Integration L4
Drive Cost Optimization
HR Consulting L4
Leadership_321977503
People Advocacy L4
Provide Direction
Quality_321977507
Resilience
Speed of Execution
Bachelor's Degree
Master's degree in Human Resource or any related field
Power International Holding (PIH) is a diversified business conglomerate with global reach, structured into six core groups:
Energy, Concessions & Construction
Industries & Services
Telecommunication & Technology
Agriculture & Food Industries
Real Estate
Lifestyle: Hospitality, Entertainment & Catering
Our commitment to sustainable growth is reinforced by a structured approach to resource allocation and centralized functional support, enabling agility and continuous development across sectors. Each group operates with focused specialization while contributing to PIH’s overarching strategy of delivering long-term value.
Through a culture of excellence and collaboration, PIH harnesses the collective strength of its leadership teams, ensuring that each business flourishes while advancing economies and communities. This synergistic model allows PIH to maintain its distinctiveness as a group while driving sustained impact on both a local and global scale.
