The Human Resources Director is responsible for developing and executing the overall people strategy to support the organization's business objectives. As a strategic business partner, the HR Director will lead all aspects of human capital management, including talent acquisition, organizational development, employee engagement, performance management, learning & development, rewards, culture, and HR operations.

Key Accountabilities:

Strategic HR LeadershipDevelop and implement the organization's HR strategy aligned with business goals and growth plans.

Act as a trusted advisor to the executive leadership team on all people-related matters.

Drive organizational design and workforce planning to support evolving business needs.

Lead change management initiatives during business transformation and growth.

Develop succession planning and leadership development strategies.

Talent Acquisition & Workforce PlanningDevelop talent acquisition strategies to attract high-quality professionals across event operations, commercial, creative, production, and corporate functions.

Build strong employer branding initiatives to position the organization as an employer of choice.

Partner with business leaders on manpower planning and hiring forecasts.

Improve recruitment processes, quality of hire, and candidate experience.

Build talent pipelines for critical and niche event-related roles.

Performance & Talent ManagementLead the organization's performance management framework.

Drive goal setting, performance reviews, calibration, and talent assessments.

Identify high-potential employees and develop succession plans.

Design career progression frameworks and internal mobility programs.

Coach senior leaders on performance and people management.

Learning & Leadership DevelopmentDevelop learning strategies aligned with business capability requirements.

Build leadership development programs for managers and future leaders.

Strengthen functional and behavioural competencies across the organization.

Promote a culture of continuous learning and professional development.

Employee Experience & CultureChampion a high-performance, inclusive, and values-driven culture.

Lead employee engagement initiatives and action planning.

Strengthen employee communication and feedback mechanisms.

Drive diversity, equity, inclusion, and well-being initiatives.

Enhance employee retention through meaningful engagement programs.

Compensation &

Benefits

Oversee compensation, benefits, and recognition strategies.

Ensure market competitiveness through regular benchmarking.

Manage annual salary reviews, bonus cycles, and incentive programs.

Maintain internal equity and pay governance.HR Operations & ComplianceEnsure HR policies and procedures remain compliant with applicable labour laws.

Oversee employee lifecycle processes from onboarding through offboarding.

Drive HR process improvements and digital transformation initiatives.

Ensure effective HR governance, documentation, and reporting.

Manage HR systems and workforce analytics.

Employee RelationsBuild trusted relationships across all levels of the organization.

Resolve complex employee relations matters fairly and effectively.

Guide leaders on disciplinary processes and conflict resolution.

Promote a positive workplace built on trust, transparency, and accountability.HR Analytics & Business InsightsDevelop meaningful HR dashboards and executive reporting.

Use data to inform strategic workforce decisions.

Leadership

Responsibilities

Lead, mentor, and develop the HR team.
Foster a collaborative, service-oriented HR function.
Build HR capabilities that support business growth and operational excellence.
Promote innovation and continuous improvement within HR.Qualifications, experience, & skills:

Qualifications

Bachelor's degree in Human Resources, Business Administration, Psychology, or related field.
Master's degree in Human Resources, Business Administration (MBA), or equivalent preferred.
Professional HR certifications (SHRM-SCP, CIPD, SPHR, CHRP, or equivalent) are an advantage.
Minimum Experience: 15+ years of progressive HR experience.
Minimum 7–10 years in senior HR leadership roles.
Experience supporting high-growth, project-based, or service-driven organizations.
Prior experience within events, entertainment, hospitality, media, experiential marketing, or similar industries is highly desirable.
Proven experience partnering with executive leadership on organizational strategy.
Technical

Competencies

Strategic HR Management
Organizational Design
Talent Management
Workforce Planning
Leadership Development
Compensation &

Benefits

HR AnalyticsEmployment LawChange ManagementHR Technology and Digital TransformationLeadership

Competencies

Strategic thinking
Executive presence
Influencing and stakeholder management
Business acumen
Decision-making
Coaching and mentoring
Emotional intelligence
Conflict resolution
Change leadership
Innovation mindset
Results orientation