Position Overview

The Senior HR Business Partner (HRBP) is a senior strategic advisor responsible for aligning people strategy with business performance, organizational effectiveness, and governance standards within a global, listed-company environment.

Reporting to the CFO of Global Supply Chain and AMS, the role ensures strong linkage between workforce strategy, financial performance, and organizational outcomes across APAC.

The HRBP serves as the primary regional counterpart to US and Europe HR leadership, representing APAC priorities while ensuring global consistency.

This role operates in a two-in-a-box model:

HRBP (this role) → strategy, decision-making, leadership, and culture
HR Operations & Governance → execution, payroll, compliance, and controls

This is a high-impact individual contributor role requiring strong influence, structured thinking, and executive communication, operating without direct reports.

Role Mandate (Priorities)

1. Workforce Strategy & Organizational Effectiveness

Design scalable organizational structures aligned with growth, cost discipline, and performance.

2. Leadership Capability & Talent Pipeline

Build strong leadership bench strength, succession depth, and a high-performance culture.

3. Regional Representation & Integration

Represent APAC in global HR forums and translate global frameworks into effective regional execution.

Key Responsibilities

1. Strategic Business & Leadership Advisory

Partner with the CFO and leadership team on organization design, workforce strategy, and capability planning
Provide clear, data-driven recommendations on complex people decisions
Translate business needs into structured, decision-ready workforce strategies

2. Workforce Planning & Financial Alignment

Own headcount planning aligned to financial targets and operating plans
Drive productivity, cost discipline, and workforce efficiency
Present trade-offs and scenarios in clear executive formats

3. Organizational Design & Capability Building

Design and implement scalable, efficient organizational structures
Identify capability gaps and define hiring priorities
Translate org design into clear frameworks and implementation plans

4. Talent Management, Leadership Development & Training

Lead performance management, talent reviews, and succession planning
Coach leaders on capability, performance, and organizational effectiveness
Design and drive leadership development and training programs aligned to global cultural standards
Translate global frameworks into structured learning programs across APAC
Develop localized training solutions addressing specific market, regulatory, and cultural needs
Build a strong leadership pipeline through targeted capability development and structured learning interventions

5. Culture, Engagement & Regional Leadership

Lead employee engagement strategy and action planning
Ensure alignment of regional culture initiatives with global cultural principles
Represent APAC in global discussions with clear articulation of priorities and trends

6. Executive Communication & Decision Support (Critical Capability)

Develop and deliver high-quality executive presentations for leadership and global stakeholders
Translate HR data into clear insights, business implications, and actionable recommendations
Drive alignment and decision-making through structured communication and influence

7. Employee Relations & Risk Management

Lead complex and high-risk employee relations cases
Provide clear, defensible recommendations balancing legal risk, business needs, and employee experience
Partner with legal counsel where appropriate

8. Governance, Controls & Compliance

Ensure people decisions align with internal control frameworks in a listed-company environment
Maintain strong discipline in documentation, approvals, and audit readiness

9. Rewards & Hiring Advisory

Advise on compensation positioning and calibration decisions
Define hiring priorities and role design
Guide senior hiring decisions in partnership with HR Operations

10. Data, Insights & Reporting

Translate HR data into clear, structured, and actionable insights
Identify trends across attrition, engagement, and performance
Deliver executive-ready reporting to support decision-making

Qualifications & Experience

8-12+ years of HR experience in a global, listed, or regulated environment
Proven experience supporting regional CFO or senior leadership teams
Strong experience in:
Organizational design
Workforce strategy
Talent management & leadership development
Employee relations

Critical Success Profile

Executive storytelling and presentation excellence (non-negotiable)
Strong influence in a global, matrix environment without direct authority
High judgment in complex and sensitive decisions
Ability to simplify complexity into clear, structured messages
Strong alignment to financial discipline and governance standards
High ownership in a lean operating model

Success Indicators

Workforce strategy clearly linked to financial and business outcomes
Scalable organization supporting growth
Strong leadership pipeline and succession readiness
Effective leadership development and training programs across global and local contexts
High engagement and retention
Clear and impactful representation of APAC in global discussions
High-quality executive materials enabling fast, confident decision-making

Senior HR Business Partner - APAC