Job title: Head of People Capability - Asia
Job type: Permanent
Emp type: Full-time
Industry: Retail
Expertise: HR, GA & Facilities
Salary type: Annual
Salary: negotiable
Job published: 2022-05-16
Job ID: 32270
Contact name: Rushit Shah
Contact email: [email protected]

Job Description










Position Details

Position Title:

Head of People & Capability, Asia

Direct Report Position Titles:

P&C Manager, R&B Manager, Office Facilities Manager, Health, Safety and Wellness Manager, L&D Manager

Internal Contacts:

Group Support teams, P&C team, Leadership Team, P&C Manager

External Contacts:

Various HR suppliers, HR Networks and peers in like organisations

Line Manager’s Position Title:

Chief People & Capability Officer




Primary Purpose: 1-3 key statements that describe the main purpose of the position i.e. What is done; Why is it done; and How is it done.

  • Develop and implement a People & Capability strategy with processes and systems in place to drive business improvements and achieve the vision.
  • Transform the P&C team to operate in a business partnering model that drives a positive performance based culture
  • Lead and coach the P&C team to deliver the people strategy in a manner that is aligned to and supports the Group People strategy.
  • Develop a People & Capability framework that focuses on a high-performance culture, retention of hi-po talent, internal succession planning and line manager capability



Position Scope

Area of Accountability

Key Responsibilities & Deliverables

Performance Measures & Targets

Talent Management

  • Proactively identify new roles and changes required to existing roles ensuring is able to consistently meet the changing capability needs of our Group businesses and customers
  • Develop and drive recruitment and talent plans across the region to ensure:
    • Attraction of high calibre new talent,
    • Build a robust talent pipeline internally and externally
    • Minimize talent gaps for key roles
    • Line management roles vacant for minimum duration possible
  • Coach and educate line managers to utilise objective selection processes when recruiting for key roles, including consideration of succession plans
  • Ensure appropriate induction / on boarding programs are in place and adequately supported
  • Leverage and collaborate with the Recruitment and Talent SME teams to deliver outcomes
  • Ensure right people in the right jobs
  • Succession plans in place for all critical roles
  • Positive contribution to the achievement of a diverse workforce in line with business Strategy
  • Development plans in place for all roles
  • Hi-po retention

Strategy & Change

  • Develop a comprehensive P&C strategy that addresses people and organizational needs and opportunities, aligned to overall People Plan
  • Work collaboratively with operational leaders and teams to drive change initiatives that positively impact organisational culture and develop capacity to meet key business and people management objectives
  • Lead projects and engage SME’s across the business to support the realisation of strategic initiatives and projects as required, including P&C specialist functions and support functions
  • Support the P&C team with the rollout of cross business initiatives into stores. Engage stakeholders across the broader business to ensure robust development and delivery of P&C initiatives
  • Work collaboratively with leadership team and senior leaders in to ensure alignment and support of key people strategies and change initiatives.
  • Quality of strategy development and delivery of agreed outcomes.
  • P&C initiatives for delivered to required time, cost and quality standards
  • Effectiveness of P&C initiatives as measured by PIR feedback measures, P&C audit results and user adoption
  • Feedback from LT and senior sourcing business stakeholders

Performance improvement

  • Establish and communicate performance expectations within including ensuring clear KPIs, expectations of culture, behaviours and high-performance protocols are set, including appropriate recognition processes.
  • Ensure performance management review processes and framework are implemented in a consistently and timely manner across.
  • Ensure organisation design initiatives and strategic initiatives have the right people in the right roles to support strategy
  • Review structures and manage restructures using effective change management techniques as required
  • Support line managers deliver performance management processes including proactive performance counselling with a view to improving performance
  • Support line managers in making and delivering exit decisions where performance management processes have not resulted in satisfactory performance improvement outcomes in accordance with relevant local employment legislation.
  • KPIs communicated and regular performance reviews conducted
  • Organisational structure designed to support achievement of strategies
  • Successful identification and resolution of performance management related issues and outcomes
  • Ensure team members with “below expectations” performance ratings are either developed to perform or managed out of the business in a timely manner
  • Successful implementation of recognition initiatives

Lead and manage team

  • Actively recruit develop and retain exceptional talent to ensure objectives are continuously met
  • Lead the P&C team in alignment with Values to deliver required business performance
  • Goal Sheet plans in place for all direct reports (inclusive of KPIs and development plans)
  • Performance management issues are addressed effectively in a timely manner
  • Recognition of high performing team members

Culture and Engagement

  • Lead the values within the P&C team and across and support the business to embed the values so they are lived and breathed by all team members everyday.
  • Develop and execute a cultural development and change programs in line with the strategy
  • Measure, improve and sustain high levels of team engagement across through relevant cultural surveys and change initiatives
  • Influence and coach managers and team members to live and role model the desired values and leadership capabilities to create a positive working culture.
  • Drive recognition and celebration programs
  • In full and on time delivery of agreed initiatives
  • Engagement survey results relative to targets
  • Exit survey feedback
  • Turnover and absenteeism metrics
  • Recognition program acceptance and utilization

Learning and Organisational Development

  • Align learning and development programs with the Capability Framework to enhance Line Manager capability over time
  • Identify opportunities in our current training programs and engage with Learning & Development to develop programs to support continuous improvement in line manager capability
  • Support and ensure the effective delivery of Leadership programs
  • Leverage and collaborate with the Learning & Development SME teams to deliver outcomes
  • Leadership Development outcomes
  • Retention of Key Talent metrics
  • Improvement of line manager capability
  • Leadership program participation metrics

Diversity and Inclusion

  • Embrace and support Diversity strategy and ensure adoption
  • Coach the P&C team and Line Managers on understanding and delivering the diversity and inclusion programs, focusing on gender balance and disability employment
  • Leverage and collaborate with the Diversity & Inclusion Program manager to deliver outcomes


  • Disability employment & retention metrics
  • Gender balance retention metrics for leadership roles


Other Areas of Accountability

Key Responsibilities/Major Activities

Values and Behaviours

  • Grow Together, Reach Higher, Live Integrity, Take Care, Think Customer
  • Embrace, lead and act in accordance with Values and Behaviours
  • Lead by example by complying with Code of Conduct, Company Policies and all laws / regulations that apply


  • Accountable for a safe site for everyone, every day by implementing and evaluating safe work practices, improving safety performance and celebrating safety achievements
  • Reported and identified hazards are actioned
  • Report site incidents

Emergency Management

  • Assist in the implementation of emergency response and building evacuations


Position Dimensions

Interpersonal Skills with Internal Contacts

  • Collaborates effectively with others
  • Communicates information
  • Influences others
  • Negotiates
  • Delivers results
  • Leads teams effectively at both a direct report level as well as peer level
  • Strategic planning

Interpersonal Skills with External Contacts

  • Collaborates effectively with others
  • Communicates information
  • Influences others
  • Negotiates

Budget Accountability I.e. Sales/Revenue or Capex/Opex

  • Not applicable – manages to approved headcount number and cost

Judgement Required to Achieve Position Objectives

  • Follow department processes
  • Adapt/refine/modify department processes if required
  • Create department processes/policy
  • Develop/modify business policy/ systems/ programs
  • Provide input to division or functional strategy
  • Is accountable for development of division or functional strategy

Key Challenges of This Position

  • Excellent execution every day of the People Plan through peers and line managers
  • Delivery of day-to-day P&C support through the P&C teams in line with the ways of working
  • Delivery of key metrics on target e.g., absence, turnover, safety
  • Improving team engagement as measured through the Your Voice survey
  • Delivery of the annual remuneration cycle
  • Delivery of cultural change initiatives to support vision and strategy
  • Maximising talent across through initiatives to encourage a more diverse workforce