• The Head Management Technology System Unit (HMTSU) will lead the organisation’s IT infrastructure, cybersecurity, enterprise business applications, network services, user support, digital transformation and innovation programs. This senior leadership role defines strategy, ensures resilient and secure operations, drives adoption of modern enterprise technologies, and partners with business leaders to deliver measurable value from strategic digital initiatives.

Key Responsibilities:

Strategy and Leadership

• Develop and maintain a 3–5 year technology strategy and roadmap aligned to business objectives and regulatory requirements.
• Translate strategy into annual plans, prioritized initiatives, milestones and budgets.
• Chair technology steering committees and provide regular briefings to the executive team on risks, investments and outcomes.
• Sponsor cross-functional programs and act as senior escalation point for major incidents and strategic decisions.

Infrastructure Management

• Design and oversee deployment of server, storage, virtualization and container platforms across on-premises and cloud environments.
• Define and enforce infrastructure architecture standards, capacity planning and lifecycle replacement policies.
• Manage data centre operations, backup and restore strategies, replication, disaster recovery planning and execution.
• Implement monitoring, logging and observability for key infrastructure components and tune for performance and cost efficiency.
• Coordinate patch management, configuration drift prevention and change control for infrastructure components.

Cybersecurity and Risk Management

• Develop and maintain enterprise security strategy, information security policy and security governance processes.
• Lead threat and vulnerability management including periodic scans, pen testing cadence, remediation tracking and risk acceptance.
• Implement identity and access management programs: privileged access controls, MFA rollout, least-privilege role modelling and attestation processes.
• Coordinate security awareness training, phishing simulations and staff role-based security education.
• Ensure compliance with data protection laws, industry standards and audit requirements and manage third-party security assessments.

Enterprise Business Applications

• Own roadmap for ERP, CRM, HRIS, finance systems, document management, collaboration platforms and analytics solutions.
• Manage application lifecycle: requirements gathering, vendor selection, implementation, integration, testing, rollout, and maintenance.
• Define integration architecture, APIs and data flows between applications and data platforms; ensure data quality and master data governance.
• Partner with business owners to prioritise enhancements, run user acceptance testing and measure business outcomes.
• Establish application support models, SLAs, patch and upgrade policies and release management procedures.

Network and Connectivity

• Architect and manage resilient LAN, WAN, Wi-Fi, VPN, and internet breakout strategies to meet availability and performance targets.
• Oversee telecommunications vendors, circuits, bandwidth provisioning and redundancy planning.
• Implement network security controls, segmentation, access controls and monitoring to reduce lateral movement risk.
• Conduct network performance monitoring, capacity forecasting and optimisation to support business demand.

Service Delivery and User Support

• Operate an IT service management framework (ITIL-based) with clearly defined incident, problem, change and configuration management processes.
• Maintain a tiered service desk with documented SLAs, escalation paths and knowledgebase; monitor KPIs and continuous improvement actions.
• Manage asset lifecycle: procurement, inventory, configuration, licensing compliance and secure disposal.
• Lead end-user enablement programs: onboarding, training, adoption campaigns and role-based documentation.
• Coordinate field support and vendor onsite services for hardware repairs and specialist interventions.

Digital Transformation and Innovation

• Identify and sponsor digital initiatives that deliver measurable business value such as process automation, customer experience improvements and new digital channels.
• Build and operate innovation pipelines: proof of concept, pilot, scale, and retire lifecycle with clear success metrics.
• Promote low-code, RPA and API-first strategies to accelerate delivery and reduce custom development overhead.
• Evaluate emerging technologies (AI/ML, edge computing, advanced analytics) for pilot and scaling opportunities.
• Foster partnerships with product, operations and business units to embed digital thinking and change management discipline.

Vendor and Budget Management

• Develop and manage vendor selection processes, RFPs, SLA negotiation, performance reviews and contract renewals.
• Track IT spend across CAPEX and OPEX; implement cost control measures and optimisation initiatives such as cloud rightsizing and vendor consolidation.
• Establish procurement and vendor risk assessment processes including security, business continuity and SLA compliance checks.
• Negotiate commercial terms, service credits and support packages to protect the organisation’s interests.

Governance Policies and Compliance

• Define IT governance framework including architecture review boards, change advisory boards and data governance council.
• Create and maintain policies for acceptable use, data classification, retention, encryption, and privacy
• Ensure controls and documentation for regulatory compliance and audit readiness; coordinate internal and external audits and remedial actions.
• Maintain configuration and architecture documentation, runbooks and standard operating procedures.

Performance Measurement and Continuous Improvement

• Define and report KPIs and dashboards for availability, security posture, service performance, project delivery and user satisfaction.
• Run post-incident and post-implementation reviews to capture lessons learned and feed corrective actions into processes.
• Lead continuous improvement initiatives such as automation of manual tasks, infrastructure-as-code adoption and DevOps practices for application teams.
• Set and monitor team OKRs, professional development plans and succession readiness.

Change Management and Stakeholder Engagement

• Drive stakeholder engagement plans that include communication, training and governance for large IT changes.
• Manage resistance and adoption through structured change management activities and business sponsor alignment.
• Act as the principal liaison between technology and business units to prioritise investments and align expectations.

 

Crisis Management and Business Continuity

• Maintain and test business continuity and disaster recovery plans; lead crisis response during major outages and coordinate enterprise communications.
• Develop incident command structures, clear escalation matrices and third-party contingency plans.

Reporting and Documentation

• Produce executive reports, risk registers, project status summaries and budget forecasts for executive leadership.
• Ensure comprehensive operational documentation, runbooks and knowledge transfer processes to reduce single points of failure.

Qualifications & Skill

• Bachelor’s degree in Computer Science, Information Systems, Engineering or related field; Master’s degree or MBA preferred.
• Minimum 15 years of progressive IT leadership experience with at least 5 years in a senior management role responsible for multi-domain IT operations and strategy.
• Relevant certifications such as CISSP, CISM, CISA, ITIL, PMP, TOGAF, AWS/Azure/GCP certifications are strongly desired.
• Deep knowledge across infrastructure, cloud architectures, cybersecurity, enterprise applications, networking and ITSM.
• Able to translate business goals into scalable technology roadmaps and measurable outcomes.
• Proven track record in delivering high-availability services, incident management and continuous improvement.
• Experience driving organisation-wide digital transformations and securing stakeholder buy-in.
• Strong negotiation skills and experience managing large vendor portfolios and complex contracts.
• Budgeting, TCO analysis and cost optimisation expertise.
• Strong communicator able to present technical concepts to executives and non-technical stakeholders.
• Talent development, succession planning and building collaborative teams across locations.
• Strong grasp of regulatory requirements, audit readiness and data protection best practices.

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Job Overview

• The Head, Human Resources Automotive directs and end‑to‑end HR strategy and operations for the automotive business group, building a commercially focused, high‑performance people organisation that directly enables revenue growth, network expansion and operational excellence.
•  This role designs and delivers workforce planning, talent attraction, technical skilling and leadership pipelines tailored for manufacturing, aftersales and dealership channels, while owning total reward, performance management and succession for critical roles.
• The role ensures full regulatory and labour compliance across jurisdictions, embeds a consistent safety and quality culture across plants and dealer networks, and provides strategic people counsel to the executive team to align people decisions with business imperatives.

Job Responsibilities

Strategic HR Leadership

• Align HR strategies with the Automotive business mission and project delivery goals.
• Lead HR planning and execution across the business while ensuring compliance with corporate HR policies.
• Provide workforce insights and HR analytics to guide leadership decisions.

Workforce & Talent Management

• Create and execute a proactive talent acquisition strategy for assembly, technical, service, sales and corporate functions; reduce time to hire and secure technical skill pipelines.
• Build employer brand and campus/industry partnerships to secure entry talent and specialist automotive skills.
• Implement robust onboarding and assimilation programmes to accelerate new hire productivity.

Performance Management & Development

• Design and run a performance management framework linking objectives to commercial metrics, dealer KPIs and individual incentives.
• Build competitive total reward strategies including base pay, sales incentives, fleet/fleet-partner remuneration, benefits and mobility schemes.
• Oversee commission schemes and ensure accurate, timely payout governance and dispute resolution.

Learning, Competency and Technical Development

• Establish capability frameworks for sales, aftersales, technicians, and service technicians; develop training curricula, certification and accreditation pathways.
• Partner with operations to deploy apprenticeship, technician upskilling and OEM‑certified programmes to close technical skill gaps.
• Implement leadership development and cross‑functional mobility programmes to increase internal promotion rates.

Employee Relations, Compliance and Safety Culture

• Ensure employment law, labour relations, union negotiations and statutory requirements are met across all jurisdictions.
• Lead employee relations strategy, grievance and disciplinary processes and ensure fair, consistent application.
• Drive a safety and quality culture across manufacturing and dealership operations, integrating HSE metrics into HR KPIs.

HR Operations, HRIS and Analytics

• Own HRIS roadmap and data integrity to provide real time workforce analytics, headcount, cost of hire, turnover, skills gap and productivity dashboards.
• Deliver reliable payroll and benefits operations through vendor governance and internal controls.
• Implement workforce planning tools and scenario modelling to support production and seasonal demand

Dealer Network People Enablement

• Partner with commercial leadership to define dealer staffing models, competency standards and dealer manager development programmes.
• Implement dealer assessment, certification and onboarding of dealer staff to ensure consistent customer experience.
• Provide HR business partnering to support dealer performance improvement, restructures and incentive alignment.

Culture, Inclusion and Employee Experience

• Define and embed desired cultural behaviours aligned to brand values, customer service excellence and commercial accountability.
• Lead diversity, equity and inclusion initiatives that target gender, technical-skill and regional representation across the business.
• Improve employee engagement and retention through targeted interventions, recognition programmes and career frameworks.

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