Group Head of Human Resources

Key Responsibilities

• Strategic Leadership: Define and execute a forward-thinking HR strategy aligned with growth objectives, advising executive leadership on organisational structure, succession risks, and workforce planning while strengthening overall organisational capability and leadership effectiveness.
• Organisational Change & Transformation: Lead structured change initiatives linked to expansion, transformation, and redesign, ensuring continuity, engagement, and stability across the business during periods of change.
• Executive Talent & Succession Planning: Oversee senior-level recruitment, build robust succession pipelines for critical roles, and proactively identify and develop high-potential talent to support future leadership needs.
• Culture, Performance & Capability Development: Establish and embed a high-performance culture aligned with business values, own the performance management framework, and implement group-wide training, competency, and capability structures across leadership, technical, and professional disciplines.
• Compensation & Workforce Economics: Develop and maintain a competitive reward strategy aligned with market conditions and financial targets, providing insight into labour cost structures, productivity, and organisational efficiency, while ensuring incentive frameworks support performance and retention.
• Governance, Risk & Compliance: Ensure adherence to employment legislation and regulatory requirements, manage complex employee relations matters, and safeguard the organisation from legal and reputational risks through strong governance and policy frameworks.
• HR Operating Model & Digitalisation: Design and implement a scalable HR operating model supported by effective systems and workforce analytics, enabling data-driven decision-making and reducing reliance on purely operational reporting.
• Mergers, Acquisitions & Integration: Lead people-related due diligence activities during acquisitions, assess cultural alignment and leadership capability, and oversee structured integration processes to ensure business continuity and engagement.
• Board & Executive Reporting: Deliver high-level workforce insights, predictive analytics, and strategic recommendations to executive leadership and shareholders, supporting proactive and informed decision-making.
• HR Function Leadership: Build and lead a high-performing HR team with clear accountability, strong service delivery standards, and a focus on execution, commercial awareness, and measurable outcomes.

Qualifications, Skills, and Attributes

• Education: A degree in Human Resources, Business Administration, or a related discipline; postgraduate qualifications such as MBA, or professional HR certifications are highly desirable.
• Experience: Significant executive-level HR leadership experience, ideally within a group or multi-entity environment, with proven exposure to organisational growth, transformation, or international expansion.
• Language Skills: Excellent command of Maltese and English are required to succeed in this role.
• Communication Skills: Exceptional ability to articulate complex people and organisational matters clearly at Board and executive level, with strong influencing and negotiation capabilities.
• Interpersonal Skills: Credibility and presence to engage, influence, and challenge senior stakeholders, while building trusted relationships across all levels of the organisation.
• Technical Skills: Strong expertise in organisational design, workforce planning, employment law, governance frameworks, HR systems, and people analytics, with the ability to leverage data for strategic decision-making.
• Organisation: Highly structured and disciplined, with the ability to manage multiple high-level initiatives and deliver results in a complex, fast-paced environment.
• Self-Motivated: A commercially driven and proactive leader with a strong sense of accountability, ownership, and execution focus.
• Problem-Solving: Demonstrated ability to analyse complex organisational challenges and implement pragmatic, value-driven solutions that support business performance.
• Commercial Acumen: Strong understanding of business models, cost structures, workforce productivity, and the financial impact of people-related decisions.
• Strategic Thinking: Forward-looking mindset with the ability to align people strategy with long-term growth, scalability, and organisational sustainability.
• Leadership & Influence: Proven track record of building and leading high-performing teams, with the ability to operate confidently at Board level and drive accountability across the HR function.
• Resilience & Adaptability: Comfortable operating in evolving, high-growth, and multi-entity environments, maintaining focus and effectiveness during change.
• Governance & Risk Awareness: Deep understanding of compliance, workforce governance, and organisational risk, with the ability to balance control with agility.
• Integrity & Ethics: Demonstrates the highest standards of professionalism, integrity, and discretion, acting as a role model for responsible leadership.

What's on Offer

• Compensation: A competitive salary package with performance-based incentives and other benefits.
• Working Hours: Standard full-time hours.
• Other Benefits: A comprehensive executive-level benefits package designed to support performance, including tools and resources required to operate effectively at a strategic level.
• Career Development: Opportunities for professional growth and advancement within a dynamic and expanding company.