HR DIRECTOR

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The Human Resources Director is responsible for leading and executing the company’s talent and culture agenda to support business growth, organizational effectiveness, and employee engagement. The role oversees core talent functions including talent acquisition, talent management, learning & development, employee experience, compensation & benefits, HR technology & operations. Reporting to the CEO, the HR Director partners closely with business leaders to translate talent strategy into scalable programs, strengthen leadership capability, and ensure HR practices align with business priorities and company values.

JOB RESPONSIBILITIES

Strategic HR Leadership

• Develop and execute a comprehensive talent strategy that supports the company’s business objectives, culture, and long-term growth.
• Act as a strategic advisor to the Founders, and Executive Leadership team on all human capital matters.
• Lead organizational design and transformation initiatives to build a scalable and future-ready workforce.
• Balance people, performance, productivity, and cost considerations in leadership and organizational decisions, while remaining pragmatic and business-oriented.

Talent Acquisition

• Develop and execute strategic talent acquisition approaches to attract and secure top-tier talent.
• Build strong employer branding and talent pipelines to support current and future hiring needs.
• Partner with business leaders on hiring priorities, workforce demand signals, and quality-of-hire outcomes.
• Ensure recruitment practices align with company culture, values and long-term capability needs.

Talent Management

• Lead company-wide talent management frameworks, including succession planning, high-potential identification, talent reviews, and critical role mapping.
• Partner business leaders on workforce planning to ensure the right capabilities, capacity, and organizational structure are in place to deliver business strategy.
• Design and embed performance management systems that drive accountability, results, and differentiated performance.
• Partner leaders on career pathways, internal mobility, and retention of critical talent.
• Use talent analytics to anticipate risks, capability gaps, and succession vulnerabilities.

Learning & Development

• Define & execute a learning and leadership development strategy aligned to business priorities and future capability needs.
• Design and oversee leadership development programs that build managerial effectiveness, change leadership, and strategic capability.
• Build functional, leadership, and future-skills capability frameworks to support growth and transformation.
• Ensure learning investments deliver measurable impact on performance and organizational effectiveness.

Employee Experience

• Shape and embed the company’s core values and culture across all teams and geographies.
• Drive employee engagement initiatives, and recognition strategies to foster an inclusive and high-performing workplace.
• Act as a steward of organizational health, leadership behaviors, and psychological safety.
• Partner leaders to address engagement, retention, and cultural risks proactively.

Compensation & Benefits

• Oversee competitive and equitable total rewards strategies, including compensation, benefits, and performance-linked incentives.
• Benchmark and design reward systems that attract, motivate, and retain talent.
• Ensure rewards frameworks reinforce performance differentiation, internal equity, and business outcomes.

HR Technology & Operations

• Ensure HR policies and practices comply with global labor laws and regulations.
• Oversee HR technology platforms (Workday, etc.) to enhance HR service delivery, analytics, and reporting.
• Leverage talent data and insights to inform leadership decisions and measure ROI of talent initiatives.
• Build scalable HR operations and governance that supports future growth.

Organizational Transformation

• Partner with the Transformation Office to align practices with new operating models, digital transformation initiatives, and future business priorities.
• Build a change-ready workforce that embraces innovation and continuous improvement.
• Lead HR as a transformation engine, translating strategy into capability, structure, and cultural shifts across the organization.

JOB REQUIREMENTS

• 20+ years of progressive HR leadership experience preferably within fashion retail, consumer goods, or fast-growth industries.
• Bachelor's degree in HR, Business, or related field (Master’s preferred).
• Proven track record in leading large-scale HR transformations, talent strategies, and culture-building initiatives.
• Strong business acumen and ability to align talent strategy with organizational goals.
• Excellent leadership, influencing, and stakeholder management skills across C-level and global leadership teams.
• Deep understanding of global HR practices, employment laws, and talent trends.
• Proficiency in HR systems and data-driven decision-making.
• Strategic thinker with a forward-looking approach to talent and organizational design.
• Inspirational leader who fosters collaboration, trust, and accountability.
• Strong change management skills, capable of navigating and leading transformation.
• Passionate about building a people-first culture and enhancing employee experience.

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