About the job:
The HR Manager is responsible for leading HR Shared Services delivery across Asia Pacific, ensuring consistent, compliant, and high-quality execution of employee lifecycle and HR operations. In addition, this role owns the operational delivery of key talent processespeople development, performance cycle support, and succession planning executionpartnering with HRBPs/COEs and business leaders to drive strong manager and employee experiences.
Roles and responsibilities:
1) APAC HR Shared Services Delivery
- Lead end-to-end HR Shared Services delivery across APAC markets, ensuring a responsive, accurate, and employee-centric service model.
- Manage day-to-day service operations including case management, escalations, and resolution of complex employee/manager queries.
- Establish and maintain SOPs, knowledge articles, templates, and standard work for consistent delivery across countries.
2) Employee Lifecycle Operations (Hire-to-Retire)
- Ensure seamless operational execution for onboarding, probation confirmations, employee data changes, transfers, contract changes, leave administration support, and offboarding.
- Coordinate closely with Payroll and local vendors to ensure timely and accurate processing aligned with local requirements.
- Ensure high-quality HR documentation, letters, and workflow governance.
3) Policy, Compliance & HR Data Governance
- Ensure adherence to global HR policies, local labor requirements, and documentation standards (in partnership with Legal/HRBPs as needed).
- Own HR data integrity across HRIS and ticketing/case tools; perform audits and periodic quality checks.
- Support regional rollouts of policy/process changes through communications, training, and updates to knowledge content.
4) People Development Operational Leadership & Program Delivery
- Own the execution and operational management of APAC people development processes and programs (in partnership with COEs).
- Coordinate learning logistics and regional rollouts (enrolment, communications, vendor coordination, attendance tracking, evaluation).
- Enable managers by providing toolkits and guidance for development planning, coaching conversations, and career discussions.
- Track development participation and outcomes; provide insights and recommendations to HR leadership
5) Succession Planning & Talent Review Execution
- Own the operational delivery of succession planning cycles across APAC: calendar management, templates/tools, data collection, validations, and reporting.
- Support HRBPs/leaders in talent review preparation: role mapping, critical role lists, bench strength data, readiness tracking.
- Maintain succession documentation and dashboards, ensuring accuracy, confidentiality, and audit readiness.
- Monitor follow-through on development actions for successors/HiPos (tracking, reminders, reporting).
6) Continuous Improvement & Stakeholder Management
- Identify pain points and implement process enhancements through standardization, automation, and self-service enablement.
- Partner with HRBPs, COEs, IT/HRIS, and regional stakeholders to deliver improvements and ensure strong customer experience.
- Support change management for new tools and process redesigns across APAC.
Requirement :
- Bachelor's degree in HR, Business, or related discipline.
- 6 to 10 years of HR experience with strong HR Shared Services / HR Operations / HR Service Delivery background in Asia Pacific.
- Demonstrated experience executing people development programs and supporting succession planning/talent reviews (process ownership, tracking, reporting).
- Strong knowledge of HRIS (e.g., Workday, SuccessFactors, Oracle, SAP) and HR case management tools (e.g., ServiceNow, Zendesk).
- Comfortable operating in multi-country environments with diverse cultural and compliance considerations.
- Expert in Microsoft office
Skills & Competencies
- Service excellence mindset; strong process discipline and attention to detail.
- Strong stakeholder management with HRBPs/COEs and business leaders.
- Data-driven; capable of building dashboards and insights for leadership.
- Clear communicator: able to simplify processes and enable managers.
- High integrity and discretion with sensitive employee and talent data.
