Divisional Head: Human Capital - Consumer at Unitrans

Job Advert Summary    

• An opportunity has arisen for a high calibre Divisional Head: Human Capital for the Consumer division who will provide strategic human capital leadership and business partnership to Divisional Executive team.
• This role translates enterprise HC strategy into divisional people strategies, guides strategic workforce planning and enables talent, culture and organisational effectiveness outcomes.
• The Divisional Head: Human Capital acts as a key advisor to the business, ensures alignment across the HC operating model and provides strategic oversight to the tactical and operational HC delivery teams. 

Minimum Requirements    

Qualifiations & Experience:

• Education: Bachelor’s degree in Human Capital, Business, or Industrial Psychology (Postgraduate or business related qualification preferred)
• Experience: 10 years HC experience, with at least 5 years in senior HC leadership role
• Proven record of influencing executive stakeholders and leading divisional HC strategy delivery

Core Competencies & Skills:

• Strategic Business Acumen: Deep understanding of business drivers and their intersection with people strategy
• HC Strategy and Leadership: Ability to craft, influence, and execute long-range HC strategies
• Workforce Planning Expertise: Capability to anticipate and guide future workforce needs
• Change Leadership: Leads organisational change with influence and confidence
• Executive Influence: Builds trust with senior leaders and shapes executive-level dialogue
• Risk and Governance Stewardship: Navigates complex ER/IR matters and HC compliance risk
• Systems Thinking: Connects HC strategy to broader organisational contex
• People Leadership: Coaches and empowers diverse HC teams to deliver results

Duties & Responsibilities    

Strategic HC Leadership and Business Partnering

• Translate the enterprise-wide HC strategy into divisional people strategies aligned to business goals.
• Serve as strategic advisor to Divisional Executives on all people-related matters.
• Influence business decisions by integrating HC insights, risks, and workforce trends into executive discussions.

Workforce Strategy and Organisational Effectiveness

• Lead divisional workforce planning, talent strategy, and succession management.
• Guide organisational design, restructure initiatives, and change enablement programs.
• Facilitate alignment of structures, roles, and capabilities to strategic objectives.

Leadership Enablement and Talent Development

• Support the identification and development of future leaders and critical talent.
• Partner with Centres of Expertise to deploy leadership development and succession interventions.
• Monitor leadership capability needs and influence functional development priorities.

Culture and Engagement Strategy

• Drive divisional culture transformation efforts aligned with enterprise values and EVP.
• Guide divisional action planning following engagement surveys.
• Sponsor DEI, wellness, and inclusion programmes in partnership with HC CoEs.

HC Governance and Risk Management

• Oversee divisional HC compliance, governance and labour law adherence.
• Provide leadership on ER/IR strategy and manage escalated/high-risk people matters.
• Identify emerging people risks and implement proactive mitigation measures.

HC Operating Model and Team Enablement

• Lead and coach the divisional HC team across all levels to ensure high performance and role clarity.
• Collaborate with Shared Services and CoEs to ensure integrated HC delivery across business units.
• Influence enhancements to the HC operating model based on business needs and feedback.

Change Management

• Lead the execution of people-related change initiatives within the division, ensuring alignment to the Group HC strategy and divisional business priorities.
• Assess change impacts on teams, roles, and processes and advise divisional leadership on readiness, risks, and required support.
• Support the Managing Executive and Divisional Exco in communicating and cascading change messages to ensure clarity and engagement across the division.
• Coordinate divisional change activities (training, communication, stakeholder engagement) and ensure adoption of new processes, structures, and systems.

Strategic Projects and Business Transformation

• Sponsor and lead the implementation of divisional HC transformation initiatives.
• Provide strategic input into systems, process optimisation, and digital HC adoption.
• Monitor the success of strategic HC programmes and ensure value delivery.

Data and Insights-Driven Advisory

• Leverage people analytics and business intelligence to inform strategic HC priorities.
• Track and interpret divisional HC metrics, risk indicators, and workforce trends.
• Present people reports and insights to Exco, functional leaders, and governance forums.

Closing Date    

• 2025/12/10