CAO

More than just a recruitment company. At PRTR, we have been a part of our customer's success for 30 years as their total HR solutions partner. With 550 dedicated professionals and over 15,000 outsourced staff, we will continue to carry out our mission to develop a better career, a better life, and a better society, and thrive to become the No.1 people solutions organization in Southeast Asia.

Job Purpose

The Chief of People / HR Director serves as the critical strategic bridge between executive leadership (CEO/CFO) and the organization’s People & OD operations. This role focuses on translating complex Organizational Development (OD) concepts into clear, value-driven business strategies. By driving executive-level communication, strategic progress tracking, and aligning OD policies with operational/financial feasibility (HRM), this leader ensures that HR and OD initiatives directly support business growth, profitability, and project delivery targets in a large-scale engineering/construction environment.

Key Responsibilities

Executive Alignment & Strategic Communication (CEO/CFO-Level)

• Business Translation: Translate academic/technical OD systems (KPIs, Competency Frameworks, Talent Management) into clear, pragmatic business solutions that demonstrate direct ROI to the CEO and CFO.
• Executive Storytelling: Lead high-impact strategic presentations to the C-Suite and Board of Directors, articulating HR vision, project feasibility, and business impact beyond slide decks.
• Business Partnering: Align people strategies with the tight timelines, site operations, and project margin demands typical of the Engineering & Construction industry.

Strategic Progress Tracking & Governance (Track & Remind)

• Milestone & Progress Reporting: Establish an executive tracking rhythm (Dashboard/Milestone Reports) to keep C-Level leadership informed on key OD and workforce transformation initiatives.
• Proactive Status Management: Ensure ongoing progress reporting to maintain C-suite visibility into active HR projects, eliminating communication gaps and driving timely approvals.
• Cost & ROI Governance: Work closely with the CFO to evaluate the financial impact of HRD initiatives, compensation strategies, and talent retention programs.

HR Function Integration & Oversight

• OD Strategy (Policy & Talent): Guide and empower the specialized OD team (Organizational Development) to ensure policies, organizational structures, Performance Management, and Succession Planning align with business goals.
• HRM Operations Synergy: Collaborate with the HRM / HR Operations lead (who manages Payroll, Compensation & Benefits, Labor Relations, and Operational Feasibility) to ensure all strategic OD proposals are practical, compliant, and operationally viable.
• Change & Culture Management: Lead organizational alignment and change management initiatives across corporate departments and active construction/engineering project sites.

Qualifications & Requirements

• Education: Bachelor’s or Master’s Degree in Human Resources, Organization Development, Business Administration, Engineering, or a related field.

Experience:

• 10+ years of progressive HR leadership experience (HR Director, Head of HR, or Senior Strategic HRBP).
• Demonstrated success presenting to and influencing C-Suite executives (CEO, CFO, Board Members).
• Experience within Engineering, Construction, Real Estate, Heavy Industry, or PCL environments is highly preferred.

Core Competency:

• Executive Storytelling & Communication: Exceptional verbal presentation skills with the ability to convey complex frameworks simply and persuasively.
• Strategic OD Application: Solid grasp of modern OD frameworks (KPIs, OKRs, Competency, Succession Planning) with a practical, results-driven mindset.
• Financial & Business Acumen: Ability to analyze headcount costs, ROI on people investments, and labor productivity against financial statements.
• Stakeholder Management: High EQ and diplomatic skill to align technical specialists, operational leaders, and executive officers.