VP Corporate HR (Strategy & Talent)

Position Title: VP, Corporate HR (Strategy & Talent)

Location: Singapore

Reporting To: Corporate HR Director

Employment Type: Full-time

About RGE

Headquartered in Singapore, RGE is a global group of bio-based resources and energy companies with over US$40 billion in assets and 80,000 employees serving 100+ markets worldwide. Since 1973, we have grown into a leader in sustainable natural fibres, edible oils, green packaging, and cleaner energy, improving lives while integrating sustainability as a driver of growth. Guided by our 5Cs philosophyCommunity, Country, Climate, Customer, and Companywe remain committed to conservation and community empowerment for a greener future.

More details of RGE at: www.rgei.com; highlights of 2025: RGE 2025 Highlights

About the Role

This role is designed to strengthen enterprise-level people strategy and leadership capability across a global, multi-business organization.

Reporting to the Corporate HR Director, the VP, Corporate HR (Strategy & Talent) will shape and drive a forward-looking global people agenda aligned to business growth, operational complexity, and leadership succession.

The role requires strategic depth, commercial fluency, and the ability to operate credibly with Shareholders, Business Group Heads, and senior stakeholders across regions. Succession to broader HR leadership responsibilities will be performance-based.

Key Responsibilities

1. Enterprise People Strategy

• Shape and drive a forward-looking global people strategy aligned with business growth and portfolio evolution.
• Translate enterprise priorities into clear talent, leadership, and organizational capability agendas.

2. Leadership Pipeline & Succession

• Build robust succession pipelines across critical roles and key markets.
• Elevate leadership assessment standards (internal and external) to ensure consistent, high-quality talent decisions.
• Strengthen bench depth for senior and enterprise-critical roles.

3. Strategic Business Partnership

• Act as a trusted advisor to the Shareholders, Business Group Heads, Corporate HR Director, and senior leadership team.
• Engage confidently in P&L and growth discussions, aligning people strategy to commercial priorities.
• Provide independent, data-informed perspectives on leadership risk and capability gaps.

4. Talent Acquisition & Standards Elevation

• Elevate global talent acquisition and assessment frameworks across regions.
• Strengthen hiring rigor, leadership evaluation consistency, and external benchmarking standards.

5. Organizational Capability & Performance

• Drive enterprise-level performance management and leadership effectiveness initiatives.
• Strengthen culture, accountability, and organizational capability across diverse geographies.

6. Transformation & Change Leadership

• Lead cross-regional transformation and change initiatives.
• Partner across Business Groups to enable scalable and sustainable organizational shifts.

Requirements

Experience & Profile

• 1520+ years of progressive HR leadership experience, ideally with global or multi-regional exposure.
• Demonstrated experience shaping enterprise-level people strategy.
• Strong track record in leadership pipeline building and succession planning.
• Comfortable engaging in commercial and P&L dialogue with senior business leaders.
• Experience in manufacturing, industrial, or asset-intensive businesses is an advantage.
• Demonstrated ability to influence across complex stakeholder environments without full line authority.