HR Director (Retail) in MALES

Our client is looking for a leader who will lead the transformation of human capital and become a key architect of changes in the personnel management system. The company is undergoing a phase of global modernization of business processes and transition to a new digital management model. The client's domain is retail. 

Your influence and strategic tasks:

• HR transformation: Relaunch of the HR function with a transition from an administrative model to a strategic business partnership model.
• Digital Leadership: Large-scale digitization of HR processes — from the automation of mass recruiting and personnel document flow to the implementation of modern LMS and HRIS platforms.
• Structural optimization: Reengineering the organizational structure to increase the speed of decision-making in a large distributed network.
• Change management: Formation of a new corporate culture that supports innovation and digital adaptability at all levels (from Back-office to Store-operations).
• Cost management: Optimization and implementation of transparent motivation systems (KPI/Bonus), results-oriented.

Profile of the ideal candidate:

• Experience in large systems: You have led the HR function in a company with 5,000 - 10,000+ employees (preferably candidates from the retail or FMCG).
• Expert-transformer: You have a proven successful experience of carrying out structural changes and transferring processes "from paper to digital" (Digital-first mindset).
• Business orientation: Deep understanding of P&L, retail operational indicators and the ability to speak to the business in the language of metrics and ROI.
• Resistance and flexibility: Experience in managing large teams in conditions of high uncertainty and crisis periods.
• Leadership: Ability to be a business partner for CEO and owners, ability to argue for changes through the language of numbers.
• Technology: Deep understanding of modern IT tools for HR (SAP, Oracle, Workday, HURMA, Bitrix24, etc.).

Conditions cooperation:

• Opportunity to implement a transformative case on a national scale.
• High level of authority and direct reporting to the CEO.
• Exclusive compensation package (negotiated individually).
• Access to the best technological resources to implement changes.