Human Resources General Manager - North Asia

Job Overview

The General Manager of Human Resources (HR-GM) for North Asia will report directly to the Regional HR Head and play a critical role in enhancing and streamlining HR processes across the region. This position will focus on implementing key HR initiatives, ensuring compliance with local and regional legislation, and cultivating a cohesive organizational culture.

Duties & Responsibilities:

Job Description:

• Collaborate with the Regional HR Head, Regional Business and Function Heads to design, plan, and implement critical HR initiatives that align with regional goals, while fostering a culture of change and engagement.
• Support the development of key HR objectives, strategies, and policies that correspond with business needs.
• Ensure effective implementation of HR policies to enhance business performance and operational efficiency across the region.
• Standardize HR processes and policies to ensure consistency across North Asia.
• Oversee the development and implementation of HR processes, driving continuous improvements.
• Support the Regional HR Head in planning and monitoring the HR budget for the region, ensuring effective resource allocation for HR initiatives.
• Promote understanding of the regional reward philosophy and ensure alignment with the global rewards strategy.
• Provide guidance on talent management processes, develop sustainable talent pipelines, and implement effective recruitment solutions.
• Develop and implement an Employee Relations strategy that effectively addresses employee concerns, enhancing the overall HR value proposition.
• Offer operational support for HR Business Partners and guide regional HR teams on incorporating risk management, controls, and compliance measures to support both internal and external audits without major findings.
• Assist in implementing HR projects in the region, ensuring adherence to established standards and objectives.
• Aid the Regional HR Head in executing performance assessment programs and coordinating employee satisfaction surveys, implementing recommendations as necessary.
• Lead initiatives to ensure HR processes comply with local laws and align with global best practices.

Team Management & Succession Planning:

• Oversee the management and development of regional HR Business Partners (HRBPs) by implementing effective performance management, training programs, and career development initiatives. Cultivate a culture of continuous learning and professional growth within the HR team.
• Assist with the Regional HR Head to establish succession planning frameworks that identify and prepare future leaders. Monitor progress and adjust strategies to align with organizational priorities.

Environment, Social & Governance:

• Support the Regional HR Head in overseeing corporate governance within the region, ensuring alignment with organizational principles, policies, and regulations.
• Promote the responsible use of natural resources and ensure compliance with the organization’s environment, health and safety policies, objectives, and guidelines.
• Drive sustainability initiatives within HR, working towards achieving established environmental and social targets.

Anti Bribery Management Systems (ABMS):

• Follow the ABMS roles and responsibilities details as prescribed on the ABMS manual.
• a. Understanding of ethical standards and the importance of integrity in business practices.  
• b. Ability to identify and evaluate risks related to bribery in various business contexts. For more detailed explanation, follow the ABMS manual.

 Education:

Bachelor's degree in human resources or a related field or Global Equivalent Degree

 Experience:

Over 7 years of work experience in the field of Human Resources. Multicultural exposure and experience in managing a team of human resources is required.

    Competencies:

Behavioral Competencies

Communication

Quality and Service Orientation

Delivering Results

Digital Fluency

Diversity, Equity and Inclusion Orientation

Agility

Leadership

Networking

Entrepreneurship

Functional Competencies

Employee Engagement

Employee Life Cycle Management

Talent Acquisition