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.