HRVP, Supporting Functions

Key Responsibilities

Strategy Translation & Organizational Enablement

• Partner with C-Level leaders across corporate functions to translate overarching business priorities—such as global expansion, post‑M&A integration, and operational excellence—into actionable organizational and talent strategies.
• Diagnose and evolve the organizational architecture, role clarity, and cross‑functional collaboration models within the Supporting Functions portfolio, ensuring alignment with business evolution.
• Act as a strategic advisor to functional heads, helping them anticipate and prepare for future capability needs.

Talent Supply Chain & Capability Building

• Own the end‑to‑end talent lifecycle for critical roles across Finance, Commercial, Legal, and other enabling teams—from workforce planning and sourcing to development and retention, including scarce or niche expertise.
• Design and maintain a sustainable talent pipeline that supports both steady‑state operations and high‑impact initiatives (e.g., new market entry, digital transformation, regulatory shifts).
• Champion internal mobility and cross‑functional talent exchanges to build agility and broaden skill sets.

Organizational Change & Culture Shaping

• Lead or co‑lead major transformation programs within the Supporting Functions space—examples include shared service model implementation, global process standardization, or new operating model rollouts.
• Drive cultural evolution and team cohesion, fostering a mindset of adaptability, continuous improvement, and shared purpose across diverse professional communities.
• Equip leaders with change management toolkits and practical guidance to navigate ambiguity and sustain momentum.

Integrated HR Process Delivery

• Partner with COE specialists to embed core HR processes (workforce planning, performance management, reward & recognition, learning & development, and culture initiatives) effectively within each function, tailoring approaches to local needs while maintaining global coherence.
• Deliver tangible outcomes such as talent heatmaps, succession scenarios, organizational health dashboards, and actionable people insights that inform business decisions.
• Continuously refine processes based on feedback and evolving business context, keeping solutions pragmatic and human‑centric.

Qualifications

Required Experience

• 10+ years of progressive HR experience, with at least 3 years as an HR Business Partner or Organization Development specialist supporting corporate/enterprise functions —ideally including Finance, Legal, or Commercial, and with regular exposure to C‑suite stakeholders.
• Demonstrated ability to move fluidly from strategic conversation to hands‑on solution design and execution, delivering measurable outcomes in complex, matrixed environments.
• Proven experience in leading or significantly contributing to at least one large‑scale functional transformation (e.g., shared service setup, global process harmonization, new business model adoption).
• A track record of successfully attracting, developing, or retaining top talent during periods of rapid change—such as globalization, M&A, or regulatory overhaul.

Key Competencies

• Strategic agility and business acumen—able to challenge and influence senior leaders with credibility and empathy.
• Strong organizational design and change leadership capabilities, with a systems‑thinking approach.
• Sharp talent assessment and coaching skills, with a genuine commitment to growing people.
• Excellent cross‑cultural communication and stakeholder management, thriving in high‑pressure, ambiguous, and fast‑paced settings.
• A collaborative, open‑minded mindset—comfortable working across silos and finding common ground among diverse professional disciplines.