Position Overview
The Senior HR Business Partner (HRBP) is a senior strategic advisor responsible for aligning people strategy with business performance, organizational effectiveness, and governance standards within a global, listed-company environment.
Reporting to the CFO of Global Supply Chain and AMS, the role ensures strong linkage between workforce strategy, financial performance, and organizational outcomes across APAC.
The HRBP serves as the primary regional counterpart to US and Europe HR leadership, representing APAC priorities while ensuring global consistency.
This role operates in a two-in-a-box model:
- HRBP (this role) → strategy, decision-making, leadership, and culture
- HR Operations & Governance → execution, payroll, compliance, and controls
This is a high-impact individual contributor role requiring strong influence, structured thinking, and executive communication, operating without direct reports.
Role Mandate (Priorities)
1. Workforce Strategy & Organizational Effectiveness
Design scalable organizational structures aligned with growth, cost discipline, and performance.
2. Leadership Capability & Talent Pipeline
Build strong leadership bench strength, succession depth, and a high-performance culture.
3. Regional Representation & Integration
Represent APAC in global HR forums and translate global frameworks into effective regional execution.
Key Responsibilities
1. Strategic Business & Leadership Advisory
- Partner with the CFO and leadership team on organization design, workforce strategy, and capability planning
- Provide clear, data-driven recommendations on complex people decisions
- Translate business needs into structured, decision-ready workforce strategies
2. Workforce Planning & Financial Alignment
- Own headcount planning aligned to financial targets and operating plans
- Drive productivity, cost discipline, and workforce efficiency
- Present trade-offs and scenarios in clear executive formats
3. Organizational Design & Capability Building
- Design and implement scalable, efficient organizational structures
- Identify capability gaps and define hiring priorities
- Translate org design into clear frameworks and implementation plans
4. Talent Management, Leadership Development & Training
- Lead performance management, talent reviews, and succession planning
- Coach leaders on capability, performance, and organizational effectiveness
- Design and drive leadership development and training programs aligned to global cultural standards
- Translate global frameworks into structured learning programs across APAC
- Develop localized training solutions addressing specific market, regulatory, and cultural needs
- Build a strong leadership pipeline through targeted capability development and structured learning interventions
5. Culture, Engagement & Regional Leadership
- Lead employee engagement strategy and action planning
- Ensure alignment of regional culture initiatives with global cultural principles
- Represent APAC in global discussions with clear articulation of priorities and trends
6. Executive Communication & Decision Support (Critical Capability)
- Develop and deliver high-quality executive presentations for leadership and global stakeholders
- Translate HR data into clear insights, business implications, and actionable recommendations
- Drive alignment and decision-making through structured communication and influence
7. Employee Relations & Risk Management
- Lead complex and high-risk employee relations cases
- Provide clear, defensible recommendations balancing legal risk, business needs, and employee experience
- Partner with legal counsel where appropriate
8. Governance, Controls & Compliance
- Ensure people decisions align with internal control frameworks in a listed-company environment
- Maintain strong discipline in documentation, approvals, and audit readiness
9. Rewards & Hiring Advisory
- Advise on compensation positioning and calibration decisions
- Define hiring priorities and role design
- Guide senior hiring decisions in partnership with HR Operations
10. Data, Insights & Reporting
- Translate HR data into clear, structured, and actionable insights
- Identify trends across attrition, engagement, and performance
- Deliver executive-ready reporting to support decision-making
Qualifications & Experience
- 8-12+ years of HR experience in a global, listed, or regulated environment
- Proven experience supporting regional CFO or senior leadership teams
- Strong experience in:
- Organizational design
- Workforce strategy
- Talent management & leadership development
- Employee relations
Critical Success Profile
- Executive storytelling and presentation excellence (non-negotiable)
- Strong influence in a global, matrix environment without direct authority
- High judgment in complex and sensitive decisions
- Ability to simplify complexity into clear, structured messages
- Strong alignment to financial discipline and governance standards
- High ownership in a lean operating model
Success Indicators
- Workforce strategy clearly linked to financial and business outcomes
- Scalable organization supporting growth
- Strong leadership pipeline and succession readiness
- Effective leadership development and training programs across global and local contexts
- High engagement and retention
- Clear and impactful representation of APAC in global discussions
- High-quality executive materials enabling fast, confident decision-making
