Regional HR Lead, APAC, China, & MEA

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Job Description

About the Role:

The Regional HR Lead provides strategic direction and functional oversight for a co-located regional team of People Experience Partners (Tier 2) and People Solutions Advisors (Tier 1), delivering seamless, tech-forward employee journeys across assigned clusters of countries.  

This is a senior delivery leadership role with accountability for how HR is delivered across the region and for bringing regional insight into the wider enterprise agenda. You shape priorities for people, service performance and operational standards; provide oversight through clustered teams; and serve as the named account manager for HR Business Leaders, Centers of Excellence and Innovation, and senior stakeholders. You will contribute to global priorities, translate enterprise strategy into regional execution, and accelerate the adoption of data, AI and digital tools to improve consistency, speed, insight and organizational outcomes. 

How you will contribute 

• Set the strategic direction for and provide functional oversight of a co-located regional team of People Experience Partners (Tier 2) and People Solutions Advisors (Tier 1), directly and through local team leaders — establishing priorities, shaping capability, strengthening succession and ensuring the organization is positioned to meet evolving business needs. 

• Determine regional capacity and resource strategy across clusters, business units and functions, balancing near-term delivery with longer-term capability needs and ensuring resilient coverage for business-critical support as demand shifts. 

• Build a strong local HR community at the Global Capability Center site, fostering a culture of learning, inclusion and continuous improvement. 
• Provide functional oversight of the Tier 1 and Tier 2 operating model across the region — setting expectations for how People Solutions Advisors resolve Tier 1 queries and operate lifecycle transactions at source and how People Experience Partners handle Tier 2 escalations and specialist people matters. 

• Ensure clean handoffs and clear escalation paths between Tier 0 Direct Access, Tier 1, Tier 2 and Tier 3, in both directions, so cases sit at the right tier and are not passed unnecessarily. 

• Provide senior judgement and direction on complex, high-impact or precedent-setting people matters, balancing regional requirements with enterprise principles, risk and broader organizational outcomes. 

• Oversee end-to-end HR operations across the region — onboarding, employee data management, records administration and offboarding — ensuring accuracy, timeliness and a consistent employee experience. 
• Serve as a senior account lead and key point of accountability for HR Business Leaders, Centers of Excellence and Innovation, Journey owners and other senior stakeholders across assigned business units, functions and geographies — aligning priorities, influencing decisions and coordinating the relationship end to end. 

• Own escalations from HR Business Leaders relating to your business units, functions and geographies, resolving them or routing them to the right accountable party with clear ownership and timelines. 

• Represent the region in relevant global forums, bringing forward trends, risks and opportunities, contributing to enterprise HR priorities and providing transparent reporting on service performance, organizational outcomes and resourcing to senior leadership.
• Monitor KPIs and SLAs across the region, performing regular quality checks, analyzing performance trends and implementing corrective actions to maintain high service standards. 

• Shape regional service and process priorities within the global operating model, guiding the design and implementation of scalable processes, playbooks, templates and decision criteria, and enabling people leaders to own routine people processes with timely support from HR.
• Provide leadership on automation, standardization and service innovation, driving priority improvements across the region and sharing proven approaches that may be scaled more broadly. 

• Ensure adherence to data privacy, employment and labor law, and internal policy; manage audits and support risk mitigation. 
• Build strategic partnerships with HR Business Leaders, People Solutions and Centers of Excellence and Innovation, contributing regional expertise to global program, policy and tool design and ensuring enterprise solutions translate effectively to regional business needs. 

• Enable People Experience Partners to coach and advise leaders across core people priorities, including total rewards and mobility, performance management, talent, succession and learning, employee relations, talent acquisition, change management, and organization design support as needed. 

• Set the regional data, analytics and AI agenda in alignment with enterprise strategy, using insight to anticipate workforce and service trends, inform executive decisions and sponsor automation of repeatable work. 

• Drive adoption of digital HR platforms across the regional team, using insight to refine team structure, priorities and the service model. 

Skills and qualifications

• 10+ years of Human Resources experience, including substantial leadership of complex, multi-country HR delivery organizations and experience leading through other people leaders.

• Bachelor's degree in Human Resources, Business, Organizational Psychology or a related field; a master's degree or professional HR certification preferred.
• HR experience working with multiple countries within the region required. 

• Proven success setting strategic direction and providing functional oversight for HR delivery in a shared services, global capability center or tiered service model, with accountability for service performance and broader organizational outcomes
• Workday and ServiceNow experience is a plus.
• Demonstrated enterprise-wide influence in complex global matrix organizations, with the ability to align regional, functional and geographic priorities and shape decisions beyond direct lines of accountability.

• Demonstrated success standardizing HR processes and implementing models that enable people leaders to manage routine HR activities.

• Established credibility with senior executives and HR leaders, with evidence of global thought leadership, strategic partnership and accountability for outcomes across organizational boundaries.

• Practical experience using people analytics, data visualization and AI applications to inform HR decisions and improve service.
• Change management experience delivering process and operating model change.
• Knowledge of employment law and regulatory requirements across multiple countries.
• Sound judgement on complex, ambiguous issues, with clear written and verbal communication.
• English language required.
• Additional languages within specified region a plus.

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