Group Senior Director, Human Resources

At Kerry Properties, we commit to employing people who are passionate and dedicated. We look for people who always strive for excellence and possess a positive attitude. In turn, we offer our people boundless opportunities in career advancement and realization of their potential.

Reporting to the CHRO, the Group Senior Director, Human Resources is a key member of the team, playing a critical role in shaping the Group's organization development strategy, and is responsible for designing and implementing Group-wide HR policies, standards and frameworks across the Company.

The incumbent will be responsible for:

1. HR Policy, Governance & Standards

• Review, develop, and enhance Group-wide HR policies and governance frameworks to promote consistency across the Company. 
• Ensure HR policies and standards are consistently applied to foster a positive employee experience while maintaining strict adherence to corporate compliance requirements and relevance with evolving business needs, regulatory changes and market trends.
• Ensure the HR policies are in full compliance with relevant employment legislation in Hong Kong and Chinese Mainland, while also aligning with the Company’s VMV and ESG commitments.
• Provide support and guidance on HR policy interpretation and application.

2. Employee Experience & Relations

• Champion a positive, inclusive and engaging employee experience that reflects the Company’s culture of trust, respect and diversity.
• Design and drive Group-wide employee engagement strategies, surveys and action plans to continuously elevate employee satisfaction and retention.
• Oversee employee relations matters, providing expert counsel on complex or sensitive workplace issues, conflict resolution, disciplinary and grievance processes.
• Collaborate with internal communications teams to ensure clear, consistent and timely people-related communications with employees at all levels.
• Lead diversity, equity and inclusion (DEI) initiatives, embedding DEI principles across all HR practices and the broader employee lifecycle.

3. HR Technology Strategic Planning

• Define and drive the HR Technology roadmap, identifying and evaluating HRMS platform solutions that enhance operational efficiency, data integrity and the employee experience.
• Lead the strategic implementation, optimisation and governance of HR technology systems (e.g. HRMS, LMS, performance management platforms, employee self-service portals).
• Partner with the Group Technology and Innovation function to ensure HR technology architecture is scalable, secure and integrated with enterprise systems.
• Keep abreast of emerging HR technology trends including AI-driven HR tools, digital onboarding and automation to drive continuous innovation.

4. Talent Management

• Develop and oversee the Group's Talent Management framework, encompassing talent identification, succession planning, high-potential development and career pathway design.
• Collaborate with business leaders to build a robust talent pipeline for critical and senior roles across the Group.
• Design and implement leadership development programmes in partnership with Learning & Development, supporting the growth of emerging and future leaders aligned with the Company’s strategic direction.
• Lead annual talent review processes, ensuring data-driven insights inform succession decisions and development investments.

5. Performance Management

• Conduct regular review to ensure the Group's performance management framework, ensuring it is fair, transparent, business-aligned and drives a high-performance culture.
• Lead the annual performance cycle including goal setting, mid-year reviews, year-end appraisals and calibration processes.
• Provide professional advice on handling performance issues, and enabling timely, consistent and constructive performance conversations.
• Leverage performance data to identify organisational capability gaps and inform talent and development investments.

6. HR Analytics & Workforce Intelligence

• Build and lead a data-driven HR function by developing a Group-wide HR analytics capability, providing actionable workforce insights to senior management and the Board.
• Design and maintain HR dashboards and reporting frameworks covering key metrics such as headcount, attrition, engagement, talent pipeline health, DEI indices and total rewards competitiveness.
• Translate HR data into strategic recommendations that support workforce planning, organisational design and business decision-making.
• Ensure data governance, accuracy and confidentiality across all HR data and analytics initiatives.

Requirements:

Qualifications & Experience

• Bachelor's degree or above in Human Resources Management, Business Administration, or a related discipline; postgraduate qualification is an advantage.
• Minimum 20 years of progressive HR experience, with at least 10 years in a senior leadership capacity within a sizeable, complex organisation.
• Proven experience in a Group-level or regional HR leadership role, ideally within property development, real estate, construction or a related industry.
• Solid track record in leading Group-wide HR policy development, talent management, performance management and employee relations.
• Demonstrated experience in HR technology strategy and implementation.
• Exposure to Mainland China HR operations and employment law is highly desirable.

Competencies & Attributes

• Strategic mindset with the ability to translate business goals into effective people strategies and actionable HR frameworks.
• Strong leadership presence with the ability to influence and engage senior stakeholders, business leaders and cross-functional teams.
• Data-driven and analytical, with the ability to derive meaningful insights from workforce data to support decision-making.
• Excellent interpersonal, communication and presentation skills; effective in both English and Chinese (Cantonese and Mandarin).
• Commercially astute with a thorough understanding of the business context and the ability to align HR initiatives with commercial objectives.
• Change management expertise with experience leading HR transformation initiatives in complex, matrixed environments.
• High levels of integrity, professionalism and discretion in handling sensitive and confidential matters

(The personal data provided will only be used for recruitment and employment-related purposes. All personal data provided will be treated in strict confidence. All applications may be considered for other suitable position(s) in the Kuok/Kerry Group and its subsidiary/ associated companies. For correction of or access to personal data after submission of the application or enquiries on recruitment matters, please contact Human Resources Department by email to hr.talentacquisition@kerryprops.com. Please mark “Confidential: Personal Data Access/ Correction/ Recruitment Enquiries” on your correspondence. Information on unsuccessful candidates will normally be destroyed after 24 months from the date of application. By submitting an application through Kerry Properties' Career webpage, you are deemed to have consented to its Personal Information Collection Statement.)