Rose Avenue Consulting Group is a financial management, strategy and consulting firm that combines deep industry knowledge with specialized expertise in corporate finance, strategy and research. Together with our clients and partnering companies we address our client’s most critical issues and challenges. RACG aims to provide a globally consistent set o...

• Develop and implement People & Culture Strategy aligned to corporate strategy and Tier-1 aspirations.
• Serve as strategic advisor to CEO on people matters, culture risks, organizational effectiveness, and workforce planning.
• Drive HR transformation, modern HR systems, and digitization (HRIS, LMS, performance automation).
• Ensure HR policies, frameworks, and practices are competitive, compliant, and aligned to best practices.
• Lead design and execution of Culture Transformation Roadmap.
• Embed leadership behaviors, values, and culture codes supporting productivity, agility, accountability, and innovation.
• Champion change management initiatives for strategy execution, digitization, and restructuring.
• Facilitate workforce transition programs, communication strategies, and engagement initiatives.
• Oversee Learning & Leadership Academy, role-based learning maps, capability pathways, and leadership programs.
• Implement annual leadership assessments (360°, psychometrics, potential assessments).
• Build internal talent pipelines, accelerate leadership readiness, and support succession planning.
• Strengthen managerial capability to drive results, coach teams, and support transformation programs.
• Lead end-to-end talent acquisition strategy for all divisions.
• Institutionalize Performance Management Framework anchored on Balanced Scorecard.
• Drive workforce planning, staff establishment review, and organizational design improvements.
• Oversee performance contracting, calibration, coaching, and differentiated rewards.
• Provide oversight for employee relations, industrial relations, disciplinary frameworks, and labor law compliance.
• Build collaborative relationships with unions, regulators, and labor institutions.
• Strengthen welfare programs, wellness initiatives, OSH compliance, and psychologically safe work environment.
• Mitigate people-related risks including compliance lapses, ER disputes, attrition, and talent gaps.
• Oversee HR shared services (payroll, benefits administration, HR operations, employee data management).
• Develop market-aligned compensation structures, job evaluation, benchmarking, and reward policies.
• Drive efficiency, automation, and service-level improvements across HR operations.
• Ensure HR budgeting, cost management, and people analytics support productivity and strategic objectives.

• Bachelor’s in HR, Organizational Development, Psychology, Business Administration, or related field.
• Master’s preferred (HR Management, MBA, Organizational Leadership, Industrial Psychology).
• Professional HR certification required (CHRP-K, SHRM-SCP, CIPD, SPHR).
• Additional advantage: certifications in coaching, OD, change management, leadership development, HR analytics, compensation, and HR technology.