Head Of People And Culture

OBJECTIVE OF ROLE

The Head of People & Culture is a key member of the leadership team and serves as a strategic business partner to the CEO and Group Management Team.

The role is responsible for building the organisation that enables Norbreeze's long-term growth by aligning people, leadership, culture and organisational capability with the company's commercial objectives.

This role goes beyond traditional Human Resources. You will shape our culture, strengthen leadership capability, develop future talent, build scalable organisational structures, and ensure that our people strategy directly contributes to business performance, organisational effectiveness and long-term value creation.

Working closely with the CEO and Group Management Team, you will help create a high-performance organisation where accountability, continuous learning, customer focus and leadership excellence become lasting competitive advantages.

During your first 12 months you will:

• Build a future-ready talent engine by reducing time-to-hire to ≤30 days while achieving more than 80% first-year retention for critical positions.
• Reduce annual voluntary employee attrition to between 20% and 25% or below, while significantly reducing regretted attrition among high-performing employees and critical talent.
• Launch a structured leadership development programme covering all retail and head office managers.
• Build succession plans for all critical leadership positions.
• Digitise and modernise People & Culture processes while ensuring full statutory compliance.
• Successfully deploy AI-enabled learning through Kaitri and embed digital learning across the organisation.
• Improve employee engagement and leadership effectiveness through measurable people initiatives.
• Strengthen organisational capability to support Norbreeze's continued regional expansion.

Key Responsibilities

1. People Strategy & Organisational Development

• Act as the strategic People & Culture business partner to the CEO and Group Management Team, ensuring people strategy supports the company's commercial priorities and long-term growth.
• Translate the company's strategic objectives into a three-year workforce strategy covering organisational structure, capability, succession and future talent requirements.
• Advise senior leaders on organisational effectiveness, leadership capability, succession planning, workforce productivity and business transformation.
• Design scalable organisational structures that support profitable growth.
• Lead organisational change and transformation initiatives across the business.
• Build a high-performance culture focused on accountability, execution, collaboration and continuous improvement.

2. Talent Acquisition

• Own the complete recruitment lifecycle including workforce planning, sourcing, employer branding, assessment, selection, offer management and onboarding.
• Build proactive talent pipelines for critical retail, commercial and leadership positions.
• Develop data-driven recruitment processes that improve hiring quality, recruitment speed and candidate experience.
• Build strong relationships with universities, executive search firms and industry networks.
• Position Norbreeze as an employer of choice within retail and consumer brands.

3. Leadership Development & Capability Building

• Design and implement a comprehensive leadership academy covering retail, functional and executive leadership.
• Develop structured career pathways across all functions.
• Build succession plans for all critical leadership positions.
• Introduce leadership coaching and capability development programmes that improve business performance.
• Lead annual talent reviews, succession planning and Individual Development Plans (IDPs).
• Build leadership capability that supports future regional expansion.

4. Culture & Employee Experience

• Champion Norbreeze's values through leadership behaviours, recognition programmes and internal communications.
• Build a culture of accountability, collaboration, customer focus, innovation and continuous improvement.
• Conduct regular employee engagement surveys, stay interviews and action planning.
• Develop leadership, engagement and career development initiatives that reduce annual voluntary employee attrition to 20–25% or below, while improving retention of high-performing employees and future leaders.
• Foster an inclusive, high-performance environment where talent, merit and development create opportunity.

5. Performance, Rewards & Workforce Productivity

• Develop market-competitive compensation and benefits programmes aligned with business performance.
• Continuously review salary structures and incentive programmes.
• Design retail incentive programmes that improve sales productivity, customer experience, CRM adoption and commercial performance.
• Partner with business leaders to improve workforce productivity and organisational effectiveness.
• Ensure performance management supports accountability, capability development and profitable growth.

6. HR Operations, Governance & Compliance

• Digitise and continuously improve People & Culture processes across the entire employee lifecycle.
• Ensure full compliance with Vietnamese labour