APAC HRBP

Strategic Business Partnering

. Partner with Product Line leadership teamsto develop and execute people strategies aligned with business objectives.

. Translate business priorities intoworkforce and talent plans.

. Provide strategic coaching and guidance tosenior leaders on organisational effectiveness and people-related decisions.

. Support organisational transformation,restructuring, and change management initiatives.

. Facilitate business reviews and workforcediscussions to ensure organisational capability meets future requirements.

Talent Management & Succession Planning

. Lead annual talent review and successionplanning processes for assigned Product Lines.

. Identify critical roles and developsuccession pipelines.

. Partner with leaders to acceleratedevelopment of high-potential employees.

. Facilitate leadership assessment anddevelopment programs

. Support diversity, inclusion, and talentmobility initiatives across the region.

Workforce Planning & Organisation Design

. Lead workforce planning activities alignedwith business growth strategies and operational requirements.

. Analyse workforce trends, capability gaps,and talent risks.

. Support organization design, role clarity,and operating model optimization.

. Provide recommendations on organisationalstructures to enhance efficiency and business performance.

Leadership Coaching & Employee Relations

. Act as a trusted advisor to managers andleaders.

. Provide guidance on employee relationsissues and leadership effectiveness.

. Coach leaders on performance management,employee engagement, and people development.

. Support conflict resolution and promotepositive employee relations practices.

. Foster a culture of accountability,collaboration, and inclusion.

Performance & Talent Development

. Drive performance management processes andensure consistency across the region.

. Support calibration and performance reviewdiscussions.

. Monitor development plans and employeecareer progression.

. Partner with Talent and Learning teams toaddress capability gaps.

. Promote continuous learning and leadershipdevelopment.

Talent Acquisition & Internal Mobility

. Partner with Talent Acquisition to develophiring strategies for critical positions.

. Participate in leadership hiring andsuccession discussions.

. Support internal mobility andinternational assignment opportunities.

. Ensure recruitment plans align withworkforce strategies and diversity objectives.

Employee Engagement & Culture

. Lead engagement initiatives thatstrengthen employee experience and organisational culture.

. Analyse engagement survey outcomes andsupport action planning.

. Promote company values, ethics, andleadership behaviours.

. Drive programmes that improve retentionand employee wellbeing.

Data Analytics & Business Insights

. Utilise workforce analytics to identifytrends and support evidence-based decision making.

. Monitor key HR metrics including: Headcount, Attrition, Talent pipeline, Diversityindicators, succession coverage, Engagement results, Recruitment effectiveness

. Provide actionable recommendations toleadership teams.