Head of HR

Hudson Group is an international retailer and distributor primarily involved in the sport and fashion wear sectors. The Group’s head office is in Malta but is also present through offices and operations in Italy, Cyprus, Morocco, Greece, Nigeria and Algeria, employing in total approx. 1,000 people.

Though Hudson Holdings was founded in 2006, the Group’s roots reach as far back as 1987 when the first pair of NIKE was sold in Malta.

Role purpose

The Head of HR is responsible for leading the HR function ensuring alignment with business objectives and fostering a high-performance culture. This role oversees all aspects of human resources, including talent acquisition, employee relations, performance management, learning and development, compensation and benefits, workforce planning, HR compliance, and organizational development. The Head of HR plays a critical role in shaping the company’s culture, driving employee engagement, and ensuring HR practices contribute to business strategies and success.

The key duties and responsibilities of the role are as follows:

Business Partner:

• Develop and implement a group HR strategy that aligns with business goals, supporting long-term growth and operational efficiency. Lead and liaise with the country HR managers to implement group HR strategies.
• Act as a strategic business partner to senior leadership and country leadership on all people-related matters, ensuring HR initiatives support overall business objectives.
• Drive a culture of performance, accountability, and continuous improvement across the organization.
• Lead workforce planning and succession planning efforts to ensure business continuity and future leadership pipelines.
• Monitor and analyze HR metrics to assess the effectiveness of HR initiatives.

• Prepare and present reports to senior management on HR-related matters.

Workforce Budgeting & Compensation Strategy:

• Oversee the group workforce/headcount budget planning process, ensuring alignment with business needs and financial constraints.
• Lead the annual salary review process, including benchmarking, salary adjustments, and performance-based compensation recommendations.
• Collaborate with finance and senior leadership to balance business objectives with employee compensation and benefits structures.
• Develop strategies to optimize payroll costs while ensuring competitive and fair remuneration practices.

Talent Acquisition & Employer Branding:

• Oversee talent acquisition strategies to attract, hire, and retain top talent, ensuring a strong and sustainable talent pipeline.
• Strengthen employer branding to position the organization as an employer of choice in the market.
• Optimize recruitment processes and leverage HR technology to enhance efficiency and candidate experience.

Employee Relations & Engagement:

• Develop and maintain strong relationships with employees and managers, acting as a trusted HR advisor.
• Foster a positive work environment, promoting employee engagement, well-being, and inclusivity.
• Ensure fair and consistent employee relations practices, handling grievances, conflicts, and disciplinary processes professionally.

Performance Management & Learning & Development:

• Implement and oversee a robust performance management framework that aligns with company objectives.
• Drive learning and development initiatives to enhance employees’ skills, career growth, and leadership capabilities.
• Support the development of leadership and management skills across the organization.

HR Compliance & Risk Management:

• Ensure compliance with employment laws, regulations, and internal policies.
• Maintain accurate HR documentation and oversee audits, contracts, and employment legalities.
• Manage risk by implementing policies that promote a fair and ethical workplace.

HR Systems & Data-Driven Decision Making:

• Utilize HR technology, analytics, and reporting to track key HR metrics and drive data-driven decision-making.
• Ensure the HRIS system is optimized for efficiency, reporting, and workforce insights.

Direct Reports: 

• HR Team

Core competencies, knowledge, and experience

• Bachelor’s degree in Human Resources, Organizational Development, Business, or a related field
• Minimum of 5 years experience in a similar role with experience in Talent Development, Talent Acquisition, Employee Relations, or related HR fields.
• Experience in multi-territory HR support, with expertise in workforce planning, performance management, and organizational development.
• Strong knowledge of HR best practices, labour laws, and regulations.
• Strong interpersonal, analytical, and communication skills, capable of managing complex HR functions and supporting diverse business needs.
• Strategic Thinking: Ability to align HR initiatives with business objectives.
• Leadership & Influence: Strong ability to coach, mentor, and influence senior stakeholders.
• Employee-Centric Approach: A deep understanding of employee engagement and retention strategies.
• Change Management: Experience in driving HR transformation and change initiatives.
• Data-Driven Decision Making: Ability to analyze HR metrics and translate insights into actionable strategies.
• Strong Communication & Negotiation Skills: Excellent interpersonal skills to build relationships across all levels.
• Proactive & Solution-Oriented: Strong problem-solving skills with a proactive approach to HR challenges.