Head Of Human Resources

On behalf of our client in the engineering sector, we are seeking a talented and dynamic Head of Human Resources, reporting directly to the Group CEO. The Company is undergoing a strategic transformation - moving beyond being a pure-play precision machining supplier to becoming an innovation-led semiconductor solutions partner. As they integrate new acquisitions, they are simultaneously building out their Design and Innovation capabilities to deliver next-generation semiconductor test solutions. The Group HR Head must architect the people strategy that enables this dual transformation: optimizing their manufacturing operations while simultaneously building a world-class R&D and product design culture that attracts top engineering talent and accelerates time-to-market for new products. The Opportunity: This is not a traditional HR leadership role. The Company is at an inflection point—moving from a precision machining subcontractor to a differentiated, innovation-led semiconductor solutions provider. They are integrating a recent acquisition while simultaneously investing heavily in Design, R&D, and advanced engineering capabilities. The Group HR Head will be the chief architect of their people strategy—building a unified organization that can excel at both high-volume precision manufacturing and high-velocity product innovation. This requires a leader who can bridge two worlds: the disciplined, quality-focused culture of the factory floor, and the creative, risk-tolerant culture of the R&D lab. If you have successfully managed this kind of operational-to-innovation pivot in a manufacturing environment and can partner with a private equity-backed CEO to drive EBITDA growth through talent, this is a career-defining role. HEAD OF HUMAN RESOURCES Responsibilities: 1. Strategic HR Leadership & Innovation Workforce Strategy Develop and implement HR strategies that support the overall business goals of the group to fit the transformation/ value creation agenda of the Company business. Design and execute an HR roadmap that directly contributes to the Group's 24-36 month value creation plan (VCP), including workforce optimization, organizational redesign, and cost synergy realization from M&A. Quantify HR's contribution to EBITDA improvement through measurable KPIs (e.g., labour cost per unit, revenue per FTE, attrition cost reduction). Exhibit strong business partnering role with business through collaboration with senior management to identify HR needs and develop solutions to drive profitable growth. Partner with the CEO and shareholder to provide board-ready HR insights on organizational health, talent risk, and integration progress. Serve as a trusted advisor to site leaders in Singapore, Malaysia, China, and the Philippines, translating global strategy into local execution Design and execute a specialized talent strategy for the Design & Innovation teams, distinct from manufacturing operations. This includes defining new job families (e.g., Principal Design Engineer, Systems Architect, Application Scientist), establishing alternative career ladders, and creating an employee value proposition (EVP) that appeals to R&D and creative engineering talent. Partner with the CTO/Head of Innovation to forecast capability gaps for emerging semiconductor technologies (e.g., advanced packaging, heterogeneous integration, AI-driven test solutions) and develop targeted recruitment and upskilling campaigns. 2. Talent Acquisition and Management Lead aggressive, targeted talent acquisition for new innovation roles (Product Designers, R&D Engineers, Application Engineers) while continuing to secure top-tier precision manufacturing talent. Develop sourcing channels (e.g., university partnerships, semiconductor industry networks, global R&D hubs) that build a pipeline for both operational and innovation talent pools Implement and manage talent management programs, including succession planning and career development initiatives to enable continuous upgrade of talent capital within the group. Lead the talent retention strategy for the company and post-acquisition affiliates, including retention bonuses, career pathing, and cultural integration plans. Develop an early-warning system to track voluntary attrition of mission-critical roles. 3. Employee Relations Architect a hybrid organizational culture that balances the discipline of manufacturing (Kaizen, quality, safety) with the agility of innovation(experimentation, fail-fast, design thi…