Role Overview
The Head of Human Resources Business Partner (SEA) is a strategic HR leader responsible for partnering with senior business leaders across Southeast Asia to drive organizational effectiveness, talent outcomes, and sustainable business growth. This role leads the SEA HRBP team and acts as a trusted advisor to regional and country leadership, translating business strategy into people, organization, and culture initiatives aligned with global HR frameworks and local market needs.
Key Responsibilities
Strategic HR Partnership
- Act as the primary HR strategic advisor to SEA regional leadership, country heads, and functional leaders.
- Translate regional and global business strategies into people, organization, and talent agendas across SEA.
- Partner with leaders on organization design, workforce planning, leadership capability, and change management.
- Provide data‑driven insights and recommendations on people risks, opportunities, and trends.
HRBP Leadership & Governance
- Lead, coach, and develop the SEA HRBP team, ensuring consistent HRBP standards, capability, and impact across countries.
- Establish clear HRBP operating models, governance, and decision frameworks aligned with global HR policies while respecting local labor regulations.
- Serve as the escalation point for complex employee relations, leadership cases, and sensitive organizational matters.
Talent & Leadership Management
- Drive regional talent management strategies, including succession planning, leadership development, and high‑potential identification.
- Partner with Talent Acquisition and HR Centers of Excellence (COEs) to support critical hiring, internal mobility, and workforce capability building.
- Support leaders in performance management, talent reviews, and compensation decision‑making.
Organizational Effectiveness & Change
- Lead and support organizational transformation initiatives, including restructuring, operating model changes, and culture initiatives.
- Ensure effective change management practices are applied across SEA, balancing business agility with employee engagement and compliance.
- Act as a steward of Delta's culture, values, and leadership behaviors.
Employee Relations & Compliance
- Ensure HR practices comply with local employment laws and regulations across SEA markets while aligning with global standards.
- Provide strategic oversight and guidance on employee relations, disciplinary actions, investigations, and dispute resolution.
- Partner with Legal and global HR teams on policy interpretation and people‑related risk management.
Compensation, Rewards & Workforce Economics
- Lead & Advise Compensation & Benefits teams on regional compensation strategies, salary reviews, incentive programs, and market benchmarking.
- Advise business leaders on workforce cost management, productivity, and resource optimization.
- Ensure fairness, competitiveness, and governance in rewards decision‑making.
Regional & Global Collaboration
- Represent SEA HRBP in global HR initiatives, projects, and governance forums.
- Collaborate closely with COEs and HR Shared Services to ensure seamless HR delivery.
- Support cross‑border workforce matters, expatriation, and regional mobility initiatives.
Key Capabilities & Competencies
- Strategic HR leadership with strong business alignment, including past experience managing people managers
- Senior stakeholder influence in a matrixed organization
- Deep understanding of organization design and talent management
- Regional HR knowledge across Southeast Asia
- Change and transformation leadership
- Strong commercial and workforce planning acumen
- Coaching and people leadership capability
- High integrity, judgment, and professionalism
Qualifications & Experience (Indicative)
- Bachelor's degree in Human Resources, Business, or a related field Master's degree preferred
- Extensive experience in Human Resources across multiple SEA Countries - Past specialist experience in L&D and Leadership Development is preferred
- Proven experience leading HR teams in a multinational, matrix environment
- Strong exposure to senior leadership and complex organizational dynamics
