Role Overview
We are seeking a commercially grounded and operationally strong Human Resources leader to own and deliver the full end-to-end employee lifecycle for the Data Centre business across Singapore, Australia, India and other operating jurisdictions.
This role requires substantial prior Human Resources experience in India, with deep knowledge of Indian labour laws, payroll, statutory compliance, and market practices, as well as the ability to operate across additional international jurisdictions. The successful candidate will function as the single point of accountability for all people-related matters within the Data Centre business in both local and overseas markets.
End-to-End HR Operations
- Own and deliver the full end-to-end employee lifecycle for the Data Centre business across multiple jurisdictions, including workforce planning, recruitment, onboarding, performance management (goal setting, reviews, outcomes), employee relations, learning and development, rewards and benefits, payroll, and offboarding.
- Lead the design, execution, and continuous improvement of performance management processes to support accountability, capability development, and business outcomes.
- Manage payroll operations for both direct employees and Employer-of-Record (EOR) arrangements, ensuring accuracy, timeliness, and compliance with statutory, tax, and reporting requirements
- Ensure full compliance with local labour laws, employment regulations, and market practices across all operating countries, proactively managing employment risk.
- Personally execute and manage core HR processes in a lean, high-growth environment, demonstrating strong operational discipline, attention to detail, and hands-on problem-solving.
- Act as the single point of accountability for all people-related matters within the Data Centre business, providing pragmatic, responsive HR support to leaders and employees across countries.
Key projects
Talent Acquisition Plan
- Develop a comprehensive talent acquisition strategy covering tooling, scalable and efficient hiring processes, cost-effective search models, and vendor optimisation to support rapid DC growth.
HR Systems Transformation Proposal
- Lead the design of an HR systems transformation proposal, including assessment of current-state processes, future-state requirements, system selection, implementation roadmap, and cost-benefit analysis.
Mid-Term Incentive (MTI) and Long-Term Incentive Plan (LTIP)
- MTI: Review and refine mid-term incentive plan terms and conditions, ensuring clear alignment with business objectives and that performance triggers, eligibility, and payout mechanics are clear, concise, and unambiguous for both employees and the company.
- Re-issue or update incentive documentation and contracts where required, ensuring accuracy, compliance, and proper employee communication.
- LTIP: Support the rollout and ongoing administration of the LTIP, including coordination with Finance, Legal, and external advisors as needed.
Job Levels and Banding Framework
- Design and implement a clear job architecture and job banding framework to support role clarity, internal equity, career progression, and scalable growth across countries.
Transition from EOR to Direct Employment
- Lead the end-to-end transition of the team from EOR to a direct employing entity, including entity readiness, employment documentation, payroll setup, compliance, and employee transition management
HR SOPs / HR playbook
- Develop and document HR SOPs and governance frameworks to standardise HR operations, controls, and execution across the Group.
Group DEI Strategy & Execution
- With support of external consultant, co-develop Group's DEI strategy paper, including clear priorities, milestones, and metrics, and support execution and ongoing refinement in partnership with business and leadership teams.
Requirements
- Minimum of 8 to 12 years of progressive Human Resources experience, with substantial operational experience in India.
- Demonstrated expertise in Indian labour law, payroll compliance, and statutory frameworks
- Experience operating in high-growth, lean, or scaling environments
- Proven ability to build Human Resources infrastructure from the ground up
- Experience managing Employer-of-Record arrangements and transitioning to direct employment structures
- Strong commercial acumen and ability to align Human Resources strategy with business outcomes
- High attention to detail, strong execution capability, and hands-on operating style
