HEAD OF HUMAN CAPITAL

REPORTS TO: General Manager

KEY RESPONSIBILITIES

1. Human Capital Strategy

• Develop and implement the ZLTS’s human capital strategy in line with business objectives.
• Provide strategic advice to management on workforce and organizational matters.

1. Workforce Planning

• Determine staffing requirements based on waste volumes, operating hours, shifts, equipment capacity and workload.
• Ensure optimal deployment and utilization of employees.

1. Recruitment and Selection

• Lead recruitment, selection, onboarding and placement of employees.
• Ensure critical operational positions are filled with competent personnel.

1. Performance Management

• Establish and monitor employee KPIs.
• Coordinate performance appraisal and performance improvement processes.
• Promote a high-performance culture.

1. Employee Relations

• Manage grievances, disciplinary matters, conflicts and employee relations issues.
• Maintain constructive relationships between management and employees.

1. Learning and Development

• Identify competency gaps and implement appropriate training and development programmes.
• Ensure operational employees receive relevant technical, safety and behavioural training.

1. Talent and Succession Management

• Identify critical roles and high-potential employees.
• Develop succession and career development plans.

1. Employee Engagement and Welfare

• Develop initiatives to improve employee engagement, motivation, morale and retention.
• Coordinate employee welfare and wellbeing programmes.

1. Compensation and Benefits

• Support effective administration of salaries, benefits, allowances, overtime and other employee-related costs.
• Ensure internal equity and cost effectiveness.

1. HR Compliance

• Ensure compliance with applicable labour laws, employment contracts, company policies and HR procedures.
• Maintain accurate and confidential employee records.

1. HR Analytics

• Monitor workforce data including headcount, turnover, absenteeism, overtime, productivity, labour cost and training.
• Provide management with regular workforce reports and insights.

1. Organizational Development

• Support organizational restructuring, job evaluation, role mapping, workforce optimization and change management initiatives.

1. Health, Safety and Employee Wellbeing

• Work closely with the safety department to promote employee wellbeing and a strong safety culture.
• Ensure employees are appropriately trained and equipped to perform their duties safely.

1. Human Capital Budget

• Develop and manage the Human Capital budget.
• Monitor personnel costs and identify opportunities for workforce cost optimization.

ADDITIONAL KNOWLEDGE, EXPERIENCE AND SKILLS REQUIRED

Ideal Profile

The ideal candidate should possess a relevant Bachelor's degree, preferably a Master's degree and professional HR certification, with 8–12 years of progressive HR experience, including 3–5 years in a senior HR leadership role. The candidate should have strong expertise in workforce planning, employee relations, performance management, talent development, HR analytics, labour compliance and organizational transformation, preferably within an operational, industrial, logistics, waste management or other asset-intensive environment. Strong strategic leadership, communication, negotiation, problem-solving, emotional intelligence, change management, integrity and commercial awareness are essential.

Educational Qualification

• Bachelor's degree in Human Resource Management, Industrial Relations, Business Administration, Management or a related discipline.
• Master's degree in Human Resources, Business Administration, Organizational Development or related field is an advantage.
• Professional HR member/qualification such as CHIRM, CIPD, SHRM, or equivalent is desirable.

Experience

• 8–12 years' progressive experience in Human Resources/Human Capital management.
• At least 3–5 years in a senior HR management position.
• Experience managing a large, operational, industrial or shift-based workforce.
• Experience in waste management, logistics, transportation, manufacturing, construction, utilities or similar operational environments is an advantage.
• Demonstrated experience in employee relations, workforce planning, performance management and organizational development.

SOFT SKILLS REQUIRED

The Head of Human Capital should demonstrate

• Strategic thinking – ability to connect people strategy with operational and business objectives.
• Leadership – ability to inspire, influence and lead employees and management.
• Communication – excellent written, verbal and interpersonal communication skills.
• Emotional intelligence – ability to understand and effectively manage people and workplace dynamics.
• Negotiation and conflict resolution – ability to resolve employee and management disputes fairly.
• Problem-solving – ability to analyze workforce problems and develop practical solutions.
• Change management – ability to lead employees through restructuring, technology adoption and operational transformation.
• Decision-making – ability to make timely, evidence-based people decisions.
• Integrity and confidentiality – strong ethical standards and discretion in handling employee matters.
• Stakeholder management – ability to work effectively with management, employees, unions, regulators and external partners.
• Commercial awareness – understanding of the relationship between workforce costs, productivity, operational efficiency and profitability.
• Resilience and adaptability – ability to operate effectively in a demanding, shift-based operational environment.

MODE OF APPLICATION

• Interested applicants may submit applications and curriculum vitae to the under-listed email address by 7 th September, 2026 at 5:00 PM to : [email hidden]
• Subject line for your application should be the job title as advertised.
• Please note that only shortlisted applicants will be contacted.