Job Description / Key Responsibilities
1. HR Strategy & Organizational Development
- Formulate and execute mid-to-long-term global HR strategies aligned with the company's expansion and strategic business goals.
- Conduct organizational diagnostics and lead continuous structural optimization, job architecture redesign, and workflow enhancement to boost agility and organizational efficiency.
- Establish comprehensive OD frameworks, including talent review, succession planning, and leadership pipeline development to support global business scale-up.
2. HR Infrastructure & System Building (0-to-1)
- Build, standardize, and optimize full-function HR operating modules (Talent Acquisition, C&B, Performance Management, L&D, Employee Relations, and HR Compliance) from the ground up.
- Design and implement a robust, goal-oriented performance management framework (e.g., OKRs/KPIs), focusing on performance coaching, objective alignment, and result evaluation.
- Establish learning and executive development programs to ensure a continuous supply of top-tier talent for global operations.
3. Global Executive Talent Acquisition & Mobility
- Drive executive search and senior-level talent acquisition, with a strong focus on sourcing top talent from global SaaS and MNC Tech leaders.
- Oversee global employment compliance and workforce management across key markets, including Singapore, Hong Kong, and the United States.
- Formulate strategic retention and long-term incentive strategies for key personnel to secure business continuity during overseas expansion.
4. Total Rewards & Compensation Strategy
- Design market-competitive Compensation & Benefits (C&B) structures that balance external competitiveness with internal equity.
- Develop innovative total rewards packages, combining fixed/variable pay with Equity Incentive Plans (Stock Options / ESOP) to attract world-class talent.
- Oversee regional HR budgeting, salary reviews, and benefit plan design to optimize labor cost structure and elevate employee satisfaction.
5. Corporate Culture, Employer Branding & Labor Compliance
- Champion an inclusive, people-centric, and global corporate culture that fosters innovation, high engagement, and psychological safety.
- Drive effective employee communication channels and manage complex labor relations across jurisdictions, ensuring 100% statutory compliance and mitigating legal risks.
- Build and promote the company's global employer brand to attract diverse international talent.
6. HR Leadership & Business Partnership
- Lead, mentor, and elevate the internal HR team to become true strategic business partners to executive stakeholders.
- Partner closely with Product, R&D, Go-To-Market (GTM), and International Business units to deliver tailored HR solutions.
- Leverage workforce analytics and HR data insights to advise the C-Suite on strategic human capital decisions.
