Group VP of People and Culture

About the role

SUMMARY JOB DESCRIPTION: The VP of People and Culture is a global leadership role responsible for shaping, leading and modernising the human capital strategy, HR operations and organisational culture across the Cladtek Group. Operating out of our Singapore headquarters on a full-time basis, this role is tasked with supporting transformation of the group into a suitably standardised, automated and unified global function, while serving as a strategic business partner to the Executive Leadership Team (ELT) to proactively support business growth and long-term workforce planning. Managing an international footprint of approximately 2,000 personnel across manufacturing and construction operations in Brazil, Saudi Arabia, the UAE, Singapore and Indonesia, this leader ensures our workforce is strategically aligned with dynamic and project-driven business demands. The primary objective is to balance human resource planning (ensuring optimal staffing and cost-control without over-manning) while driving global retention, diversity, standardised policies, modern digital workflows and optimised global HR policies, procedures and medical insurance portfolios. Crucially, this role leads through active mentorship and empowerment, driving capability-building across all regions by personally training site HR leaders and equipping them with the tools and knowledge to continuously upskill their local teams. DETAILED JOB DESCRIPTION AND RESPONSIBILITIES: a) Leadership Role General Leadership and managerial aspects: Sets short, medium and long-term departmental goals & objectives based on Annual Cladtek Business Objectives & KPIs. Develops also standard-form templates, processes and procedures for group goals, objectives and KPI implementation and monitoring. Develop strategy, monitor progress and ensure that goals and objectives are achieved on time, within the approved budget and in compliance with the pertinent policy and procedures at Departmental Level. Drive & deliver change management as required to streamline & optimize operations, proactively align and strengthen operations efforts, systems and personnel to suit the growth and development of the business and the drive for continual improvement. Build and maintain good relationships and alignment with departments internally as well as externally with outside suppliers, contractors and related entities to have smooth operations. Organisation and People Management: Review the Organisation Chart quarterly and make sure a review and/or adjustment is made to meet with business objectives. Lead macro-level global manpower planning to ensure the company is optimally manned for its projects subject to volatile, project-driven manufacturing and construction demands, ensuring capacity to execute project milestones without creating excess overhead while also addressing diversity needs with ESG and putting in place processes to retain key personnel and mitigate attrition. Proven experience design or oversight of international compensation and benefits frameworks, ensuring cross-border equity, local market alignment and compliance with regional statutory structures. Review with direct report and ELT the global salary structure, compensation, allowances, and benefits against proven market norms and standard frameworks. Training & Competency Development: Review employee competence against performance expectations at departmental and regional levels. Design and oversee corporate training programs that extend beyond initial onboarding and mobilisation, ensuring continuous development, training and policy alignment for both corporate and site-based personnel. Cultivate change-management and "train-the-trainer" capabilities within local teams to smoothly overcome natural resistance to standardisation and ensure policies are effectively taught to local teams and followed-up. Career & Performance: Implement succession plans for key positions and define targeted regional development plans. Direct the annual Performance Management System (PMS) closing loops, carefully reviewing and approving performance-based salary increments and bonuses in strict accordance with corporate financial policies and ensuring clear transparency for advance executive review in an expedient and pragmatic manner. Behaviours & Discipline: Provide high-level directions to ensure operational excellence, data tracking and procedural discipline are achieved across all global hubs. Review departmental and global collective behaviour with regional HR managers and policy frameworks to reduce people cases, minimise local fragmentation, labour disputes and optimize standard corporate policy and procedure execution. b) Human Resources & Operational Modernisation Role Lead the strategic modernisation, optimisation and standardisation of global payroll systems, employee claims processes and corporate travel booking platforms in close partnership with the Finance and IT Departments.

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