Understand the business deeply, translate that read into proactive strategic bets: understand the larger business context and connect the dots across the system - business priorities, org dynamics, talent imperatives and the fluid, unarticulated opportunities that don't come in as clearly framed asks. Strategic talent and workforce planning: translate business strategy into people and organization priorities, and align current and future business needs with talent and workforce investment. Organization design and change: systemically diagnose organization problems, design and land new structures, roles, and decision rights, with clear change and communication plans that drive business value with minimal disruption to customers and delivery. Leadership and team effectiveness: coach senior leaders and leadership teams, and use data and diagnostic insight to sharpen strategy clarity, first-team behaviours, and execution. Talent and succession: own succession, critical-talent retention, and future-ready capability building, including AI-first talent, and guide decisions on internal development and external hiring. Organizational health and culture: use employee listening and people data such as engagement, attrition, and movement to strengthen organizational health, performance culture, and inclusion, and turn insight into action. Operate outcome first, with speed and empowerment: carry the steady-state book of work end-to-end with limited oversight, and flex into high-stakes transformation as the business demands. Anchor on what materially moves the business. Lead with org-level impact and storytelling. Raise the playing field - partner and engage with the leadership to proactively shape and land strategic outcomes. Operates independently, taking a body of work and owning it end-to-end, seeking direction and help as needed. Brings a strategic, system-level perspective, connects priorities across businesses and the wider Asia agenda. Brings structure and simplicity to complex, ambiguous, multi-stakeholder problems. Builds trusted relationships and influences across teams without relying on formal authority. Is effective in engaging senior leaders and shares a clear point of view, including when it differs. Stays anchored to business outcomes across all the leadership talent and organization work. Works effectively across a matrix and builds strong relationships, to deliver high impact outcomes. Bachelor's degree in human resources, Business, or a related field AND 7+ years of experience in HR Business Partnership or a related HR role. OR equivalent experience. Deep expertise across core HR domains, including Talent Management, Leadership and Team Effectiveness, and Organization Design. Experience partnering across multiple countries or a regional portfolio. Master's Degree AND 10+ years of HRBP experience, ideally with large technology, product, or services organizations. A track record of partnering with senior leaders to turn business priorities into people plans that deliver outcomes. Comfort operating independently in ambiguity, with sound judgment and a strong bias for action. Strong business acumen, data analysis, and strategic consulting skills.
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