HRD, Power Plant

Position Overview

The Human Resources Director will serve as a key member of the senior leadership team, providing strategic and operational HR leadership across the organization’s power plant business. This role is responsible for overseeing the full spectrum of HR functions — including talent acquisition, workforce planning, compensation and benefits, performance management, training and development, employee relations, and labor relations — in a highly regulated, safety-critical, 24/7 operational environment.

The HRD will partner closely with plant managers, engineering leaders, and corporate executives to align human capital strategy with business objectives, foster a high-performance culture, and ensure the organization attracts, develops, and retains top-tier talent across all operational and technical roles.

Key Responsibilities

1. HR Strategy & Workforce Planning

• Develop and execute comprehensive HR strategies that align with the company’s short- and long-term business goals, including capacity expansion, technology upgrades, and new project developments.
• Lead annual workforce planning, headcount budgeting, and manpower optimization across all power plant sites, taking into account the unique characteristics of power generation, operations, and maintenance (O&M) functions.
• Conduct organizational diagnostics and drive change management initiatives to support business transformation and operational efficiency.
• Partner with the executive team to translate corporate strategy into actionable HR plans using tools such as OKRs and balanced scorecards.

2. Talent Acquisition & Recruitment

• Design and execute robust recruitment strategies to attract top talent for engineering, technical, operational, and leadership roles across the power plant business.
• Oversee the end-to-end recruitment process, including workforce demand forecasting, job description development, candidate sourcing, interviewing, selection, and onboarding.
• Build and maintain a strong talent pipeline for critical and hard-to-fill positions, including plant operators, maintenance technicians, project engineers, and site managers.
• Partner with hiring managers to understand staffing needs and ensure timely fulfillment of positions to support uninterrupted plant operations.

3. Compensation, Benefits & Payroll

• Develop and manage competitive compensation structures, including salary benchmarks, shift differentials, bonuses, and incentive programs tailored to the power generation industry.
• Oversee accurate and timely payroll processing, ensuring compliance with all applicable labor laws and tax regulations.
• Administer comprehensive benefits programs, including health insurance, retirement plans, and other employee perks, ensuring they remain competitive and compliant.
• Monitor compensation trends in the energy sector and make data-driven recommendations to attract and retain top talent.

4. Performance Management & Talent Development

• Design and implement a performance management system that aligns individual and team KPIs with business objectives and operational targets.
• Facilitate regular performance reviews, provide guidance on performance improvement plans, and support managers in addressing performance issues.
• Identify skills gaps and develop tailored training programs to enhance employee competencies, with a focus on technical skills, safety compliance, and leadership development.
• Drive succession planning and leadership development initiatives to build a robust pipeline of future leaders for the organization.
• Promote a culture of continuous learning and professional growth through knowledge management, coaching, and mentoring programs.

5. Employee Relations & Labor Relations

• Foster a positive, inclusive, and safety-first workplace culture that promotes employee engagement, satisfaction, and retention.
• Serve as a trusted advisor to employees and management on HR-related matters, including conflict resolution, career development, and employee relations.
• Lead and advise on the HR aspects of operational changes such as plant upgrades, outage cycles, workforce restructuring, and new site developments.
• Administer labor relations activities, including collective bargaining agreement interpretation, grievance administration, and union negotiations, where applicable.
• Ensure compliance with all federal, state, and local employment laws, company policies, and industry-specific regulatory requirements.

6. HR Analytics & Reporting

• Collect, analyze, and interpret HR data to evaluate the effectiveness of HR programs, including recruitment metrics, training ROI, turnover rates, and employee engagement.
• Prepare and present HR metrics and reports to senior management, providing data-driven insights to support strategic workforce planning, development budget allocation, and leadership decision-making.
• Drive the digitalization of HR processes and systems (HRIS, LMS, etc.) to improve efficiency and data accuracy.

7. HR Systems & Policy Development

• Develop, refine, and implement HR policies, procedures, and systems that support the organization's goals and ensure compliance with legal and regulatory requirements.
• Continuously review and update HR policies to reflect changes in labor laws and industry best practices.
• Lead the implementation and optimization of HR technology platforms to streamline HR operations and enhance the employee experience.

Qualifications

Education & Experience

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field. Master’s degree or MBA preferred.
• Minimum of 10–15 years of progressive HR management experience, with at least 5 years in a senior HR leadership role.
• Proven experience in the power generation, energy, heavy industry, or other highly regulated, 24/7 operational environments is required .
• Demonstrated experience in managing HR functions across multiple sites or large-scale industrial operations.

Technical & Functional Skills

• Deep expertise in all core HR functions: talent acquisition, compensation and benefits, performance management, training and development, employee relations, and labor relations.
• Strong knowledge of employment laws, labor regulations, and industry-specific compliance requirements.
• Experience with collective bargaining, union negotiations, and grievance administration (if applicable to the business).
• Proficiency in HRIS platforms, learning management systems (LMS), and HR analytics tools.
• Strong analytical and data-driven decision-making skills.

Leadership & Behavioral Competencies

• Proven ability to build credibility, influence senior leaders, and establish trust across all levels of the organization.
• Exceptional communication, interpersonal, and stakeholder management skills.
• Strong critical thinking, problem-solving, and decision-making abilities.
• Ability to manage multiple priorities and deliver results in a fast-paced, process-driven environment.
• High level of integrity, discretion, and sound judgment in handling sensitive and confidential matters.

Certifications (Preferred)

• Professional HR certification such as SHRM-SCP, SHRM-CP, SPHR, PHR, or equivalent.

Language Requirements

• Fluency in English (written and spoken) is required.
• [Insert additional language requirements if applicable, e.g., Mandarin, Thai, etc.]