Head, HR Centre of Excellence

Head, HR Centre of Excellence (COE)

Job Purpose

To architect, lead and govern enterprise-wide HR Centres of Excellence, driving strategic people practices, organisational capability, and a future-ready workforce across the Cahya Mata Group. This role ensures HR strategy is translated into scalable frameworks, policies and solutions that uplift capability, strengthen culture, and enable One Cahya Mata through centre-led excellence.

Key Areas of Accountability

1. Talent & Leadership Excellence (TLE)

· Design and govern Group talent strategy, succession planning and leadership pipeline aligned to business priorities.

· Build Group-wide competency model (Leadership & Functional) and ensure integration into hiring, development, performance, and rewards.

· Oversee high-potential identification, talent reviews, leadership programs, and critical role succession architecture.

· Partner with external bodies (universities, TalentCorp, MEF, HRDCorp) to build long-term talent pipelines.

2. Performance, Rewards & Workforce Effectiveness (PRWE)

· Develop holistic performance architecture including KPIs, OKRs, 9-Box Talent Matrix, and behavioural expectations.

· Lead reward strategy (grading, salary structure, incentives, benefits harmonisation) ensuring competitiveness and internal equity.

· Govern workforce planning standards, manpower budgeting, job evaluation framework and organisational design principles.

· Drive analytics and insights for decision-making (attrition, critical roles, flight risks, workforce productivity).

3. Culture, Engagement & Change Enablement (CECE)

· Shape the Group's cultural narrative (#TeguhBersama, core values), ensuring alignment across SBUs.

· Govern culture playbooks, Employee Engagement Survey rollout,, and interventions across the Group.

· Lead change management for transformation projects, ensuring adoption of new structures, processes, and HR digitalisation.

· Design enterprise-wide recognition frameworks, storytelling and behaviour reinforcement.

4. Learning, Development & Capability Building (LDCB)

· Establish Group L&D strategy: technical, leadership, compliance, and future skills.

· Oversee curriculum frameworks, academies, digital learning platforms, and certification roadmaps.

· Drive capability uplift for HR Business Partners and Centre of Scale (HR operations).

· Build a learning governance model including vendor selection, evaluation and ROI measurement.

1. Policy, Governance & People Risk

· Lead enterprise-wide HR policy design, harmonisation and governance.

· Ensure compliance with Employment Act, Sarawak Labour Ordinance, IR standards and global best practices.

· Build HR risk & controls framework including workforce compliance, approval matrices, and audit readiness.

· Partner with Legal, Integrity, and Internal Audit to maintain strong HR governance.

Leadership Responsibilities

· Lead, coach and develop COE teams (Talent, OD, Rewards, L&D, Culture).

· Act as advisor to CHRO and C-suite on organisation development, people strategy and business transformation.

· Serve as Group-level guardian for HR frameworks, ensuring consistent adoption across all SBUs.

· Build strong partnerships with Group HRBP and Centre of Scale to ensure seamless strategy-to-execution alignment.

· Represent the organisation with external regulators, partners and industry bodies as required.

Success Profile

Experience

· 15–20 years in HR with strong exposure in multiple COE domains.

· Proven experience in large-scale transformation, OD, talent management or rewards leadership.

· Strong track record partnering with senior executives and board committees (GNRC/BNRC).

· Experience in conglomerate or multi-SBU environment is an advantage.

Competencies

· Leadership Competencies

· Strategic Thinking

· Enterprise Leadership (One Cahya Mata mindset)

· Influencing & Stakeholder Management

· Culture & Change Leadership

· Data-driven Decision Making

· Talent Magnet & People Developer

Functional Competencies

· Talent & Leadership Development

· Organisational Design & Workforce Planning

· Performance & Reward Strategy

· Learning Architecture and Capability Building

· HR Governance & Policy Design

· People Analytics & Reporting

· Mindsets & Behaviours

· Centre-led thinker with SBU empathy

· Advocate of simplification and agility

· Strong communicator, storyteller and facilitator

· Integrity, professionalism, and operational discipline