This role leads the people agenda for Asia as a true business operatorshaping organizational capability, governance, and leadership effectiveness across diverse markets at different stages of maturity.
The Asia People & Organization Leader partners directly with the executive team to scale the organization, manage complexity, and build a high-performance culture through disciplined execution, strong compliance, and data-driven people strategy.
This is not a purely functional or advisory role. It is a regional transformation leadership position that combines strategic influence with direct, hands-on ownership of execution, particularly across growth, restructuring, and M&A integration.
Key Accountabilities
- Executive Business Partnership & Regional Leadership
- Act as the principal people advisor to Asia and global leadership, providing pragmatic recommendations on organizational structure, leadership effectiveness, and workforce strategy.
- Translate business growth, restructuring, and acquisition priorities into integrated people plans across Asia.
- Operate as a core member of the leadership team with direct influence on operating models, productivity, and long-term scalability.
- Organizational Architecture & Workforce Transformation
- Design and personally lead regional organization models that support expansion, integration, and operational efficiency across multiple countries.
- Drive enterprise-level change initiativesincluding restructurings, workforce re-balancing, leadership localization, and market build-outswith direct ownership of execution.
- Ensure the right leadership pipeline, succession coverage, and talent architecture for critical roles across the region.
- M&A, Integration & Reorganization
- Lead the people agenda for mergers, acquisitions, joint ventures, and business integration across Asia.
- Partner with business, legal, and finance teams on HR due diligence, workforce risk assessment, organizational design, and cost modeling.
- Own post-merger integration of employees, including rebadging, harmonization of policies, compensation structures, performance frameworks, and leadership alignment.
- Drive cultural integration, retention of key talent, and operational stabilization following transactions.
- Provide hands-on leadership during high-impact transitions, ensuring business continuity, compliance, and employee engagement.
- Governance, Compliance & Risk Leadership
- Own HR governance for Asia, ensuring rigorous compliance with employment regulations, data privacy, and employee relations frameworks across jurisdictions.
- Personally lead or oversee complex employee matters, investigations, and sensitive cases, particularly in high-growth, integration, or restructuring environments.
- Establish scalable HR policies and controls that protect the organization while enabling speed and flexibility.
- 5. Performance, Rewards & Workforce Economics
- Build and directly govern performance management, reward, and grading frameworks aligned with business outcomes, cost discipline, and retention of critical talent.
- Lead annual compensation cycles, benchmarking, and incentive design with a strong commercial and analytic lens.
- Drive workforce planning based on productivity metrics, revenue per headcount, and long-term capability requirements.
- Talent Systems, Data & Operating Excellence
- Architect and actively manage the regional HR operating model, including shared services, centers of excellence, and local market delivery.
- Leverage HR technology and analytics to provide real-time insight into hiring effectiveness, leadership depth, engagement, and retentionand personally intervene where execution gaps exist.
- Continuously optimize HR processes to improve speed, governance, scalability, and employee experience.
- Culture, Engagement & Leadership Effectiveness
- Shape a culture that balances high performance, accountability, and inclusion across diverse geographies.
- Lead leadership capability frameworks, talent reviews, and engagement strategies with hands-on involvement in design, roll-out, and adoption.
- Serve as a visible role model for disciplined execution, ethical leadership, and cross-cultural effectiveness.
What Makes This Role Distinct
- Built and scaled HR organizations across multiple Asian markets simultaneously
- Led people strategy during business transformation, restructuring, and acquisitions
- Operated at executive and board-facing levels while remaining deeply involved in operational delivery
- Owned end-to-end M&A people integration, from diligence through post-close stabilization
- Combined governance and compliance rigor with commercial and executional agility
- Designed and personally driven HR systems, operating models, and process improvements in both high-growth and complex regulatory environments
