Charterhouse, Singapore are supporting a well-known US MNC in their search for their new Head of regional HR with the industry being closely aligned to the construction industry
This role will report to the APAC Head of HR and will be looking for a strategic thinker within an evolving environment.
This person will need to be an empathetic leader with a passion for people and culture.
Data-driven decision maker with strong business acumen and a growth mindset.
Responsibilities:
Strategic HR Partnership
- Act as a trusted advisor to regional business leaders, providing insights and guidance on workforce planning, organizational design, and change management.
- Translate business strategies into actionable HR initiatives that drive performance and growth.
- Serve as a strategic advisor to regional and country leadership teams, aligning HR strategies with business goals.
- Lead organizational design and transformation initiatives to support business growth and agility.
- Drive change management efforts for regional projects, including mergers, acquisitions, and restructuring.
Talent Acquisition, Management & Development
- Partner with Talent partners to identify talent, skill gaps and implement targeted attraction, retention and development initiatives.
- Lead regional talent reviews, succession planning, and leadership development programs.
- Design and implement regional talent strategies to attract, retain, and develop top talent.
- Facilitate leadership development programs and coaching for high-potential employees.
- Partner with global HR teams to localize and execute talent frameworks and career pathing.
Employee Engagement & Culture
- Champion a high-performance culture that reflects the company values and promotes diversity, equity, and inclusion.
- Drive employee engagement strategies and action plans based on Pulse survey insights and feedback loops.
- Develop and execute regional engagement strategies, including pulse surveys, focus groups, and action planning.
- Promote a culture of continuous improvement.
- Act as a cultural ambassador, ensuring alignment between global values and local practices.
Workforce Planning & Analytics
- Lead regional workforce planning cycles, including forecasting and skills mapping.
- Analyze HR metrics and trends to identify opportunities for improvement and innovation.
- Provide data-driven insights to support strategic decisions and operational efficiency.
- Utilize HR analytics to inform decision-making and monitor key metrics such as attrition, engagement, and productivity.
- Collaborate with Finance and Operations on headcount planning and budget alignment as well as investment in people related development programs
Compliance & Risk Management
- Ensure HR practices comply with local labor laws and regulations across SEA markets.
- Mitigate people-related risks through proactive policy development and employee relations management.
- Manage industrial relations to ensure CBA management is closely aligned to business strategies and outcomes.
- Manage complex employee relations cases, investigations, and conflict resolution.
- Partner with Legal and Compliance teams to mitigate risks and uphold governance standards.
Regional Collaboration
- Partner with COE partners within HR to ensure consistency in policy implementation and employee experience.
- Lead the HR transformation programs to achieve planned outcomes aligned to the global people agenda.
- Lead cross-border HR initiatives and harmonize practices across SEA markets.
- Lead cross-functional HR projects across SEA markets, ensuring alignment and consistency.
- Mentor and develop HR teams, fostering a high-performing and collaborative HR community.
- Represent SEA HR in global forums, sharing regional insights and advocating for local needs.
HR Technology & Process Optimization
- Champion the adoption of HR technologies and digital tools to enhance employee experience.
- Streamline HR processes for scalability and efficiency across diverse markets.
- Monitor and improve service delivery through HR shared services.
Qualifications & Experience
- Bachelors degree in Human Resources, Business Administration. Masters degree preferred.
- 10 years of progressive HR experience, with at least 5 years in a regional HRBP role.
- Proven experience in a matrixed, multinational environment.
- Strong understanding of SEA labor laws and cultural nuances.
- Excellent stakeholder management, communication, and influencing skills.
- Fluent in English; additional SEA languages are a plus.
Only successful candidates will be notified
EA License no: 16S8066 | Reg no.: R1879088
