Chief Human Resources Officer (CHRO)

Veridion Advisory Partners – Chief Human Resources Officer (CHRO)

Job Description

• The role is responsible for providing strategic leadership for the Company’s human capital agenda, aligning people, leadership, culture, capability, and organizational performance with the Company’s business strategy and long-term growth objectives.
• The CHRO will serve as a strategic partner to the Managing Director/CEO, Executive Management, and Board, leading the development of a high-performance organization capable of sustaining growth, profitability, operational excellence, innovation, and competitive advantage within the insurance industry.
• The successful candidate will provide leadership across the full human capital function, including workforce strategy, organizational development, talent management, executive succession, performance management, compensation and benefits, employee relations, learning and development, HR operations, culture, and people transformation.
• The role requires a commercially astute and transformation-focused HR executive with the ability to translate business strategy into workforce priorities, strengthen leadership capability, build critical talent pipelines, optimize organizational structures and costs, and establish a performance culture across the enterprise.

Responsibilities

Strategic Human Capital Leadership:

• Develop and execute the Company’s enterprise-wide Human Capital Strategy in alignment with the corporate strategy and business objectives.
• Partner with the Board and Executive Management on workforce, leadership, organizational, and people-related priorities.
• Translate business growth plans into workforce requirements, organizational structures, talent priorities, and capability investments.
• Provide strategic insight to Management on workforce trends, organizational effectiveness, productivity, and people risks.
• Establish HR as a strategic business function that contributes directly to growth, profitability, and shareholder value.

Organization Design & Workforce Planning:

• Lead organization design, restructuring, workforce planning, and manpower optimization initiatives.
• Develop workforce models aligned with the Company’s business strategy, distribution channels, geographic expansion, and digital transformation agenda.
• Review organizational structures, spans of control, reporting lines, roles, and workforce productivity.
• Drive optimal deployment of human capital while maintaining appropriate cost discipline.
• Establish succession-ready organizational structures for critical business functions.

Executive Leadership & Succession:

• Design and implement enterprise leadership development and succession management frameworks.
• Partner with the Board and Executive Management on executive succession and leadership continuity.
• Identify critical roles and establish robust succession pipelines.
• Develop high-potential talent and future leaders across the organization.
• Establish executive assessment, development, and leadership effectiveness frameworks.

Talent Acquisition & Employer Brand:

• Develop an enterprise talent acquisition strategy capable of attracting high-calibre insurance, financial services, technology, actuarial, risk, sales, and specialist talent.
• Build talent pipelines for critical and scarce skills.
• Strengthen the Company's employer value proposition and employer brand.
• Establish executive search and strategic recruitment frameworks.
• Ensure recruitment decisions are aligned with capability requirements, culture, performance expectations, and long-term business needs.

Performance & Productivity Management:

• Establish a performance management framework linking individual and team objectives to corporate strategy and financial performance.
• Drive a culture of accountability, measurable performance, and continuous improvement.
• Develop appropriate KPIs, scorecards, performance standards, and review mechanisms.
• Partner with business leaders to address performance gaps and improve workforce productivity.
• Use people analytics to identify productivity trends, workforce risks, and performance opportunities.

Compensation, Rewards & Benefits:

• Develop and maintain competitive compensation and benefits strategies aligned with the insurance and financial services market.
• Lead salary structures, grading frameworks, incentive schemes, executive compensation, and benefits programs.
• Design performance-based reward structures that support business growth, profitability, retention, and shareholder objectives.
• Conduct periodic market benchmarking and compensation reviews.
• Ensure appropriate governance over remuneration and reward decisions.

Learning, Capability & Professional Development:

• Develop an enterprise learning and capability strategy aligned with current and future business requirements.
• Build technical, leadership, managerial, digital, sales, underwriting, claims, actuarial, risk, and regulatory capabilities.
• Establish leadership academies, professional development programs, and succession-focused development initiatives.
• Drive continuous learning and knowledge development across the organization.
• Measure learning investment against capability development and business outcomes.

Culture & Organizational Transformation:

• Define and strengthen an organizational culture aligned with the Company's strategy, values, customer proposition, and performance expectations.
• Lead culture transformation and organizational change initiatives.
• Build an environment of accountability, collaboration, innovation, customer focus, and ethical conduct.
• Support major business transformation, digitalization, restructuring, mergers, acquisitions, or organizational change initiatives.
• Act as a key change leader during periods of significant organizational transformation.

Employee Relations & HR Governance:

• Establish robust employee relations frameworks and workplace policies.
• Ensure compliance with applicable employment legislation, regulatory requirements, and corporate governance standards.
• Oversee grievance, disciplinary, workplace conduct, and employee relations matters.
• Maintain appropriate HR governance, documentation, controls, and risk management frameworks.
• Partner with Legal, Compliance, Risk, and other control functions on people-related regulatory and governance matters.

HR Technology, Analytics & Digital Transformation:

• Lead the digital transformation of the HR function through effective HR technology and automation.
• Establish reliable HR data, workforce analytics, dashboards, and management reporting.
• Leverage people analytics to support workforce planning, retention, productivity, compensation, and talent decisions.
• Drive automation of HR processes and improve employee experience through technology.

Insurance Industry Capability & Workforce Strategy:

• Build workforce capabilities aligned with the evolving insurance industry, including digital insurance, bancassurance, underwriting, claims, actuarial, risk, distribution, technology, and customer experience.
• Anticipate emerging skills required to support the Company's future business model.
• Develop strategies for attracting and retaining specialist insurance and financial services talent.
• Support Management in building the organizational capabilities required to compete effectively in a changing insurance market.

HR Function Leadership:

• Lead and continuously strengthen the HR function as a high-performing strategic business partner.
• Establish HR operating models, structures, policies, processes, service standards, and governance frameworks.
• Build and develop a high-performing HR leadership team.
• Establish HR service delivery standards and accountability across the function.
• Ensure HR initiatives are measurable, commercially relevant, and aligned with corporate priorities.

Board & Executive Reporting:

• Provide regular human capital reports and strategic insights to the Board and Executive Management.
• Present workforce risks, succession matters, compensation trends, talent priorities, organizational performance, and people strategy.
• Provide recommendations on matters requiring executive or Board consideration.
• Maintain appropriate confidentiality and governance around sensitive executive and employee matters.

Requirements

Education

• Bachelo