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BUSINESS AND FINANANCIAL OUTCOMES

• Purpose: Ensure people strategy directly drives business performance, productivity, and strategic execution.

Responsibilities

• Partner with business leaders to translate business strategy into people, workforce, and capability plans
• Lead strategic workforce planning (right size, skills, structure, cost) aligned to business priorities.
• Enable delivery of performance management frameworks that drive accountability and results.
• Advise leaders on organization design, role clarity, and productivity improvement initiatives.
• Use people analytics and evidence to inform leadership decisions and improve performance outcomes

Outcome focus

• Business plans supported by fit-for-purpose workforce capability
• Improved productivity, execution discipline, and leadership effectiveness

PEOPLE OUTCOMES

• Purpose: Build an engaged, capable, high-performing workforce and strong leadership bench.

Responsibilities.

• Drive talent management outcomes (succession planning, leadership pipelines, critical roles).
• Coach and enable leaders to manage performance, capability, and employee development effectively.
• Champion employee engagement, wellbeing, inclusion, and fair treatment.
• Act as employee mediator in complex or sensitive people matters, ensuring balanced outcomes.
• Support learning, reskilling, and capability-building initiatives in partnership with HR Centers of Expertise.

Outcome

• Strong employee experience and engagement.
• Sustainable leadership and talent pipeline.
• Reduced regretted attrition and people risk.

RISK, CONTROLS & GOVERNANCE

• Purpose: Protect the organization by ensuring compliant, consistent, and well-governed people practices.

Responsibilities

• Ensure consistent application and interpretation of HR policies, frameworks, and procedures
• Advise leaders on employment law, disciplinary, grievance, and employee relations matters
• Monitor people-related risk (talent risk, conduct risk, succession gaps, ER exposure)
• Partner with Shared Services and Group HR Centres of Excellence to ensure controlled and auditable HR process delivery.
• Support audits, regulatory reviews, and internal governance requirements related to people management.

Outcome focus

• Reduced legal, regulatory, and conduct risk
• Strong internal controls and audit outcomes
• High confidence in HR governance

CUSTOMER EXPERIENCE (Internal & External)

• Purpose: Improve business results by enhancing employee, manager, and internal customer experience.

Responsibilities

• Act as a trusted advisor and single point of HR interface for business leaders .
• Enable leaders to deliver positive employee experiences that translate into better customer service.
• Improve manager capability to handle people matters effectively and consistently.
• Simplify and improve people processes in collaboration with Group HR Operations and CoEs.
• Strengthen HR’s credibility, responsiveness, and value perception within the business.

Outcome focus

• Improved employee and manager satisfaction with HR.
• Better frontline capability and service delivery.
• Strong internal HR brand and trust.