Senior HR Business Partner - APAC

Position OverviewThe Senior HR Business Partner (HRBP) is a senior strategic advisor responsible for aligning people strategy with business performance, organizational effectiveness, and governance standards within a global, listed-company environment.

Reporting to the CFO of Global Supply Chain and AMS, the role ensures strong linkage between workforce strategy, financial performance, and organizational outcomes across APAC.

The HRBP serves as the primary regional counterpart to US and Europe HR leadership, representing APAC priorities while ensuring global consistency.

This role operates in a “two-in-a-box” model

HRBP (this role) → strategy, decision-making, leadership, and cultureHR Operations & Governance → execution, payroll, compliance, and controlsThis is a high-impact individual contributor role requiring strong influence, structured thinking, and executive communication, operating without direct reports.

Role Mandate (Priorities)1. Workforce Strategy & Organizational Effectiveness Design scalable organizational structures aligned with growth, cost discipline, and performance.2. Leadership Capability & Talent Pipeline Build strong leadership bench strength, succession depth, and a high-performance culture.3. Regional Representation & Integration Represent APAC in global HR forums and translate global frameworks into effective regional execution.

Key Responsibilities1. Strategic Business & Leadership AdvisoryPartner with the CFO and leadership team on organization design, workforce strategy, and capability planningProvide clear, data-driven recommendations on complex people decisionsTranslate business needs into structured, decision-ready workforce strategies2. Workforce Planning & Financial AlignmentOwn headcount planning aligned to financial targets and operating plansDrive productivity, cost discipline, and workforce efficiencyPresent trade-offs and scenarios in clear executive formats3. Organizational Design & Capability BuildingDesign and implement scalable, efficient organizational structuresIdentify capability gaps and define hiring prioritiesTranslate org design into clear frameworks and implementation plans4. Talent Management, Leadership Development & TrainingLead performance management, talent reviews, and succession planningCoach leaders on capability, performance, and organizational effectivenessDesign and drive leadership development and training programs aligned to global cultural standardsTranslate global frameworks into structured learning programs across APACDevelop localized training solutions addressing specific market, regulatory, and cultural needsBuild a strong leadership pipeline through targeted capability development and structured learning interventions5. Culture, Engagement & Regional LeadershipLead employee engagement strategy and action planningEnsure alignment of regional culture initiatives with global cultural principlesRepresent APAC in global discussions with clear articulation of priorities and trends6. Executive Communication & Decision Support (Critical Capability)Develop and deliver high-quality executive presentations for leadership and global stakeholdersTranslate HR data into clear insights, business implications, and actionable recommendationsDrive alignment and decision-making through structured communication and influence7. Employee Relations & Risk ManagementLead complex and high-risk employee relations casesProvide clear, defensible recommendations balancing legal risk, business needs, and employee experiencePartner with legal counsel where appropriate8. Governance, Controls & ComplianceEnsure people decisions align with internal control frameworks in a listed-company environmentMaintain strong discipline in documentation, approvals, and audit readiness9. Rewards & Hiring AdvisoryAdvise on compensation positioning and calibration decisionsDefine hiring priorities and role designGuide senior hiring decisions in partnership with HR Operations10. Data, Insights & ReportingTranslate HR data into clear, structured, and actionable insightsIdentify trends across attrition, engagement, and performanceDeliver executive-ready reporting to support decision-makingQualifications & Experience8–12+ years of HR experience in a global, listed, or regulated environmentProven experience supporting regional CFO or senior leadership teamsStrong experience in: Organizational designWorkforce strategyTalent management & leadership developmentEmployee relationsCritical Success ProfileExecutive storytelling and presentation excellence (non-negotiable)Strong influence in a global, matrix environment without direct authorityHigh judgment in complex and sensitive decisionsAbility to simplify complexity into clear, structured messagesStrong alignment to financial discipline and governance standardsHigh ownership in a lean operating modelSuccess IndicatorsWorkforce strategy clearly linked to financial and business outcomesScalable organization supporting growthStrong leadership pipeline and succession readinessEffective leadership development and training programs across global and local contextsHigh engagement and retentionClear and impactful representation of APAC in global discussionsHigh-quality executive materials enabling fast, confident decision-making