OSPL
HR Leader, Asia (Senior Director)
Posting Date : 17 Jan 2019 | Close Date :12 Jan 2020


KEY PURPOSE:

Drive profitable growth and competitive advantage through strategic HR leadership to the regional business in APAC including 8 countries and a total workforce of direct 500 FTEs + approx. 350 outsourced sales/customer service contact centers in a highly diverse cultural environment. This role will partner with matrix HR teams in global functions and global Centers of Expertise’ (CoEs) to leverage the global enterprise expertise and enable a regionally integrated support to drive best in class employee experience. This position will report directly to the Global HR Head based in US with a dotted line to the APAC Regional Business President.

 

MAJOR AREAS OF ACCOUNTABILITY:

 

1. Business Partnership and Thought Leadership -- Drive profitable growth through the design and execution of a regional business and talent strategy.

- As a key regional leadership team member - facilitate and support the regional strategic planning process, aligned with the global corporate, international and lines of Businesses’ (LoB) strategies.

- Support the regional alignment processes: LoBs, functions, countries both in the planning phases and also monitoring & communicating, working closely with business partners.

- Lead the control process of the employment expenses in the P&L which represents between 40% to 60% of the regional total direct expenses.

 

2. Organization design and OD:

- Lead structure assessments and people/culture assessments including succession planning/talent reviews to top 2-3 levels within regional areas; integrating results into customized development plans by working with management and staff.

- Facilitate senior leadership development & team effectiveness.

- Coach regional senior leaders and regional key talent

- Lead the design and implementation of local/country learning plans including needs assessment, design of local learning solutions, leverage of global learning solutions, implementation

 

3. Build and sustain a winning culture anchored on global Enterprise culture and heritage

- Fosters business results through a “Great Place to Work” type Employment Value Proposition and the “Outperformance” component

- Lead the process of measuring employee engagement, assessing gaps, ensuring action planning and corrective actions in all jurisdictions where the company aims at being an Employer of Choice

- Lead the team who customizes the EVP, communicate it to internal and external stakeholders leveraging the Best Places to Work branding strategies to attract and retain top talent

- Align performance management practices to achieve business targets, ensuring corporate processes are understood and followed at all levels

- Assess market trends and practices to improve the EVP and the company’s market competitiveness

 

4. Design, promote and implement total rewards practices to attract and retain outperforming talent

- Constantly scan the market, stay connected and networked to proactively understand the trends and patterns

- Market compensation assessments, partner with enterprise global CoE to apply corporate compensation principles and adapt them to market practices and different/specific regulatory environments in 8 jurisdictions. This includes base salary, short term incentives (management bonuses and/or sales incentive plans), long term incentives and benefits.

- Lead the process of communicating compensation processes and practices to leaders and employees at all levels

- Ensure compliance with all regulatory and statutory requirements across all countries of operation.

 

5. Lead the regional talent acquisition practice to ensure the attraction of outperforming talent

- Monitor local sourcing practices that target unique profiles/sectors, optimizing desired results

- Apply internal posting practices in all jurisdictions

- Control local recruitment expenses to balance cost/benefits of talent attraction

 

6. Communications

- Collaborate with Enterprise communications team to support communication of the regional strategy and business performance – with both and external and internal stake holders

- Designing and implementing regional communication channels: Town Halls, quarterly newsletter, various other forms of communication from the regional president in multiple languages, internal social media and other specific/country tools.

 

7. HR Operations / HR Compliance

- Ensure local appropriate payroll and admin processes in compliance with 8 different regulatory environments, representing the company before labor authorities, responding to internal and external audits and inspections if needed, as well as government inquiries.

- Work closely with the external counsel and the internal legal department to proactively manage all labor risks, face labor contingencies, litigation processes and the corresponding negotiations

- Work closely with Regional & Global Compliance to ensure company’s interests are best supported while living company values

 

8. Regional HR Team

- Lead a team of 11+ HR professionals across 8 countries with high cultural diversity, 3 languages, 8 different labor environments and a combination of HR specialists and Generalists. Promote individual and team development/growth.

- Build and drive regionalization of practices to constantly enhance consistency, quality and employee experiences while driving efficiencies

- Accountable for the annual HR budget for the region.

 

9. Special projects as required.

- Conduct M&A valuation and integration initiatives representing Talent Initiatives for the region as needed

- Support global and/or regional specific HR projects as needed

 

 

Knowledge and Abilities

Ability to work effectively across a wide and diverse range of priorities; first and foremost as the strategic thought partner to the regional presidents, strategic problem solver; bias for strategic action (not just transactional tasks); business result oriented outlook, sharp nose for talent, connections and network in the market, able to anticipate issues and plan accordingly; strong influencing and facilitation skills, ability to navigate complex issues and deal with ambiguity and “grey” areas – solution oriented mindset, ability to juggle multiple priorities and pivot as needed, able to work effectively with executive management; wisdom to pick the battles to pursue; change agent; ability to get alignment whether with internal business partners or other HR colleagues; strong knowledge of HR and employment law, strong business acumen, works effectively as a part of a team. Must be a passionate culture builder… its our biggest strategic differentiator and this person needs to be front and center of our story telling.

 

Knowledge of English and at-least one other language of the operations jurisdictions is a must.

 

Previous Experience. 12+ years of HR experience which includes working with executive teams, matrix organizations, understanding of financial/business drivers, experience in OD, change management, or strong consulting skills/problem solving skills in a changing environment

 

Travel required:

   30-40% to regional/US locations

 

 

Specialization : Human Resource
Type of Employment : Permanent
Minimum Experience : 15
Work Location : 00013

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