Senior HR Manager

Key Responsibilities:

Develop regional HR strategy and priorities based on business Insight

• Develop a deep understanding of regional business strategy market competition and core challenges. Translate business objectives into focused HR strategy and priority ensuring HR initiatives are fully aligned with business strategy.

Strategic Partner to Regional Leadership Team

• Act as a core member of the regional leadership team building solid trust-based relationships. Support business decision-making and enhance overall management effectiveness by providing professional HR insights and solutions.
• Facilitate close collaboration and effective communication among regional management teams helping to build a cohesive highly engaged core leadership team.
• Work with relevant functions to deeply integrate compliance awareness and business ethics into daily management practices fostering a healthy and sustainable operating environment.

Drive organization effectiveness & capability building

• Regularly evaluate the effectiveness and agility of the organizational structure to ensure that its design aligns with business development needs.
• Continuously promote the flattening of the organizational structure to improve the efficiency of decision-making and operation.
• Implement agile workforce planning tools to ensure optimal resource deployment and continuously improve productivity.
• Lead change management for high-impact business projects (e.g. TOT Universe Operation Model) design and implement an upskilling plan to build future ready organizational capability.

Driving the Succession Planning process to build a strong talent pipeline

• Identify key positions in these business units and assess the succession system for key positions gap.
• Ensure the future supply of talent for key roles by driving internal talent rotation and strategic external hiring.
• Establish clear development plans for internal key talents and closely monitor their growth to ensure the success of critical appointments.

Drive high-performance culture fighting spirits and team engagement enhancement

• Implement a rigorous performance management system proactively adjust low-performing personnel and revitalize team dynamics.
• Collaborate with regional leadership teams to conduct in-depth analyses of engagement drivers design and implement targeted improvement initiatives and continuously elevate team engagement and fighting spirit.
• Drive company-wide initiatives and regionally tailored solutions to foster an inclusive culture.

Deliver key HR agendas with high quality and drive operational excellence

• Working with HR COE functions closely to deliver the agenda of reward & recognition performance management talking talent learning & development etc. with high quality.
• Handle employee relationships and deal with labor cases if any.
• Leveraging AI tools to continuously optimize workflows enhance efficiency and better utilize data to empower decision-making.

Work with business leaders and line managers to drive Health & Safety Culture and implement critical initiatives to ensure ZERO incidents continuously enhance line manager and employees awareness.

Leadership Competencies:

Strong business acumen Strategic Agility: Translate business challenges into actionable HR solutions. Proactive self-driven with the ability to handle multi-task in a dynamic ambiguous working environment Have courage to stand up strong interpersonal and influencing skills to business stakeholders Strong project management

Skills / Qualifications / Experience:

Bachelors degree and above More than 8 years experience in human resources management in MNC companies with at least 3 years in a HRBP role. HRBP role for sales is preferred. Have solid knowledge and experience on OD talent development and employee engagement. Expertise in HR analytics tools can leverage analytics to optimize workforce strategies The ability and practice of leveraging AI to enhance work efficiency Good written and oral communication skills in English

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