- The CPCO will be a key driver in shaping our organizational culture, driving talent development initiatives, and implementing forward-thinking P&C strategies across our diverse steel operations across different countries.

- This strategic leadership position will play a pivotal role in fostering a culture that promotes employee engagement, inclusivity, and high-performance while aligning with our business objectives and growth plans.

Develop and Execute People and Culture Strategy:

- Collaborate with executive leadership and Unit General Managers to design, implement, and continuously improve the overarching People and Culture strategy, aligning it with the company's vision and long-term objectives.

- Create strategic workforce plans to address current and future talent needs, considering industry trends, technology advancements, and expansion demands.

Talent forecasting and Analysis:

- Conduct a thorough analysis of current workforce demographics, skill sets, and competencies to identify potential gaps and areas for improvement.

- Collaborate with department heads and business leaders to understand their workforce needs, projected growth, and emerging skill requirements.

- Utilize workforce analytics and data-driven insights to anticipate talent trends, industry shifts, and economic changes that may impact our talent pool.

Talent Acquisition and Management:

- Oversee the development of recruitment and talent acquisition strategies to attract talent across various levels and functions in the steel manufacturing industry.

- Implement talent management programs, succession planning, and leadership development initiatives to nurture a pipeline of future leaders

Organizational Culture and Employee Engagement:

- Champion a positive and inclusive organizational culture that fosters innovation, teamwork, and employee well-being.

- Design and implement employee engagement programs to enhance job satisfaction, productivity, inclusion, and retention.

Performance Management and Learning & Development:

- Establish performance management frameworks and systems to drive accountability and continuous improvement.

- Collaborate with relevant stakeholders to identify training needs and design learning and development programs that enhance employee skills and competencies

Succession Planning and Leadership Development:

- Work closely with the leadership team to identify key roles and critical positions within the organization.

- Develop comprehensive succession plans for leadership positions, ensuring a strong pipeline of
internal talent for future leadership roles.

- Design and implement leadership development programs that cultivate high-potential employees and equip them with the necessary skills for future leadership roles.

Diversity, Equity, and Inclusion (DEI) Initiatives:

- Lead DEI strategy to promote a diverse and inclusive workplace, ensuring equitable opportunities for all talents