{"@context":"https://schema.org","@type":"JobPosting","title":"Group Head of Human Resources","description":"

Group Head of Human Resources
\nSalary Package: €80,000 to €90,000

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About Our Client
\nOur Client is a well-established Group of Companies recognised for delivering advanced solutions with a strong emphasis on quality, innovation, and reliability. With a clear focus on continuous improvement and operational excellence, the Group is committed to maintaining the highest standards while supporting safe and secure environments across its operations.

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Role Overview
\nThe Group Head of Human Resources will hold full accountability for shaping and delivering the organisation’s people strategy across a multi-entity structure. Operating at executive level, this role will act as a strategic partner to senior leadership, driving organisational design, workforce planning, leadership capability, and cultural alignment. The position requires a commercially focused HR leader who can translate people strategy into measurable business outcomes, ensuring scalability, governance, and long-term sustainability.

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Key Responsibilities

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Strategic Leadership: Define and execute a forward-thinking HR strategy aligned with growth objectives, advising executive leadership on organisational structure, succession risks, and workforce planning while strengthening overall organisational capability and leadership effectiveness.
Organisational Change & Transformation: Lead structured change initiatives linked to expansion, transformation, and redesign, ensuring continuity, engagement, and stability across the business during periods of change.
Executive Talent & Succession Planning: Oversee senior-level recruitment, build robust succession pipelines for critical roles, and proactively identify and develop high-potential talent to support future leadership needs.
Culture, Performance & Capability Development: Establish and embed a high-performance culture aligned with business values, own the performance management framework, and implement group-wide training, competency, and capability structures across leadership, technical, and professional disciplines.
Compensation & Workforce Economics: Develop and maintain a competitive reward strategy aligned with market conditions and financial targets, providing insight into labour cost structures, productivity, and organisational efficiency, while ensuring incentive frameworks support performance and retention.
Governance, Risk & Compliance: Ensure adherence to employment legislation and regulatory requirements, manage complex employee relations matters, and safeguard the organisation from legal and reputational risks through strong governance and policy frameworks.
HR Operating Model & Digitalisation: Design and implement a scalable HR operating model supported by effective systems and workforce analytics, enabling data-driven decision-making and reducing reliance on purely operational reporting.
Mergers, Acquisitions & Integration: Lead people-related due diligence activities during acquisitions, assess cultural alignment and leadership capability, and oversee structured integration processes to ensure business continuity and engagement.
Board & Executive Reporting: Deliver high-level workforce insights, predictive analytics, and strategic recommendations to executive leadership and shareholders, supporting proactive and informed decision-making.
HR Function Leadership: Build and lead a high-performing HR team with clear accountability, strong service delivery standards, and a focus on execution, commercial awareness, and measurable outcomes.

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Qualifications, Skills, and Attributes

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Education: A degree in Human Resources, Business Administration, or a related discipline; postgraduate qualifications such as MBA, or professional HR certifications are highly desirable.
Experience: Significant executive-level HR leadership experience, ideally within a group or multi-entity environment, with proven exposure to organisational growth, transformation, or international expansion.
Language Skills: Excellent command of Maltese and English are required to succeed in this role.
Communication Skills: Exceptional ability to articulate complex people and organisational matters clearly at Board and executive level, with strong influencing and negotiation capabilities.
Interpersonal Skills: Credibility and presence to engage, influence, and challenge senior stakeholders, while building trusted relationships across all levels of the organisation.
Technical Skills: Strong expertise in organisational design, workforce planning, employment law, governance frameworks, HR systems, and people analytics, with the ability to leverage data for strategic decision-making.
Organisation: Highly structured and disciplined, with the ability to manage multiple high-level initiatives and deliver results in a complex, fast-paced environment.
Self-Motivated: A commercially driven and proactive leader with a strong sense of accountability, ownership, and execution focus.
Problem-Solving: Demonstrated ability to analyse complex organisational challenges and implement pragmatic, value-driven solutions that support business performance.
Commercial Acumen: Strong understanding of business models, cost structures, workforce productivity, and the financial impact of people-related decisions.
Strategic Thinking: Forward-looking mindset with the ability to align people strategy with long-term growth, scalability, and organisational sustainability.
Leadership & Influence: Proven track record of building and leading high-performing teams, with the ability to operate confidently at Board level and drive accountability across the HR function.
Resilience & Adaptability: Comfortable operating in evolving, high-growth, and multi-entity environments, maintaining focus and effectiveness during change.
Governance & Risk Awareness: Deep understanding of compliance, workforce governance, and organisational risk, with the ability to balance control with agility.
Integrity & Ethics: Demonstrates the highest standards of professionalism, integrity, and discretion, acting as a role model for responsible leadership.

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What's on Offer

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Compensation: A competitive salary package with performance-based incentives and other benefits.
Working Hours: Standard full-time hours.
Other Benefits: A comprehensive executive-level benefits package designed to support performance, including tools and resources required to operate effectively at a strategic level.
Career Development: Opportunities for professional growth and advancement within a dynamic and expanding company.

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What Heroix Offers

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Confidentiality and Discretion: Your job search will be handled with the utmost confidentiality and professionalism.
CV Review: Receive candid & constructive feedback to enhance your CV.
Interview Planning: Get personalised prep sessions prior to your interviews.
Cultural Fit Assessment: Understand the company culture to ensure it's the right environment for you.
Long Term: Gain insights into the role and company for a long-term, stable career move.
Exclusive Opportunities: Access a broader range of job opportunities.
Personalised Candidate Profile: Stand out with a detailed profile highlighting your strengths and skills.
Ongoing Support and Guidance: Benefit from continuous support throughout your job search process.
Networking Opportunities: Leverage our extensive network of industry contacts for exclusive positions.
Time Efficiency: Save time and effort with our efficient and effective recruitment strategies.
Tailored Job Matching: Find the perfect fit with customised job matching based on your skills and career goals.
Feedback Loop: Stay informed and engaged with regular updates and feedback on your application status.

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Heroix - Rise to New Heights

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Follow Heroix on LinkedIn and Facebook to be the first to know about our exclusive job offers
\nhttps://www.linkedin.com/company/heroix-rise-to-new-heights/
\nhttps://www.facebook.com/Heroix.eu

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DIER Agency Licence No: 00412-2025

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