Asia People & Culture Leader

This role leads the people agenda for Asia as a true business operator—shaping organizational capability, governance, and leadership effectiveness across diverse markets at different stages of maturity.

The Asia People & Organization Leader partners directly with the executive team to scale the organization, manage complexity, and build a high-performance culture through disciplined execution, strong compliance, and data-driven people strategy.

This is not a purely functional or advisory role. It is a regional transformation leadership position that combines strategic influence with direct, hands-on ownership of execution, particularly across growth, restructuring, and M&A integration.

Key Accountabilities

1. Executive Business Partnership & Regional Leadership

·       Act as the principal people advisor to Asia and global leadership, providing pragmatic recommendations on organizational structure, leadership effectiveness, and workforce strategy.

·       Translate business growth, restructuring, and acquisition priorities into integrated people plans across Asia.

·       Operate as a core member of the leadership team with direct influence on operating models, productivity, and long-term scalability.

2. Organizational Architecture & Workforce Transformation

·       Design and personally lead regional organization models that support expansion, integration, and operational efficiency across multiple countries.

·       Drive enterprise-level change initiatives—including restructurings, workforce re-balancing, leadership localization, and market build-outs—with direct ownership of execution.

·       Ensure the right leadership pipeline, succession coverage, and talent architecture for critical roles across the region.

3. M&A, Integration & Reorganization

·       Lead the people agenda for mergers, acquisitions, joint ventures, and business integration across Asia.

·       Partner with business, legal, and finance teams on HR due diligence, workforce risk assessment, organizational design, and cost modeling.

·       Own post-merger integration of employees, including rebadging, harmonization of policies, compensation structures, performance frameworks, and leadership alignment.

·       Drive cultural integration, retention of key talent, and operational stabilization following transactions.

·       Provide hands-on leadership during high-impact transitions, ensuring business continuity, compliance, and employee engagement.

4. Governance, Compliance & Risk Leadership

·       Own HR governance for Asia, ensuring rigorous compliance with employment regulations, data privacy, and employee relations frameworks across jurisdictions.

·       Personally lead or oversee complex employee matters, investigations, and sensitive cases, particularly in high-growth, integration, or restructuring environments.

·       Establish scalable HR policies and controls that protect the organization while enabling speed and flexibility.

·       5. Performance, Rewards & Workforce Economics

·       Build and directly govern performance management, reward, and grading frameworks aligned with business outcomes, cost discipline, and retention of critical talent.

·       Lead annual compensation cycles, benchmarking, and incentive design with a strong commercial and analytic lens.

·       Drive workforce planning based on productivity metrics, revenue per headcount, and long-term capability requirements.

6. Talent Systems, Data & Operating Excellence

·       Architect and actively manage the regional HR operating model, including shared services, centers of excellence, and local market delivery.

·       Leverage HR technology and analytics to provide real-time insight into hiring effectiveness, leadership depth, engagement, and retention—and personally intervene where execution gaps exist.

·       Continuously optimize HR processes to improve speed, governance, scalability, and employee experience.

7. Culture, Engagement & Leadership Effectiveness

·       Shape a culture that balances high performance, accountability, and inclusion across diverse geographies.

·       Lead leadership capability frameworks, talent reviews, and engagement strategies with hands-on involvement in design, roll-out, and adoption.

·       Serve as a visible role model for disciplined execution, ethical leadership, and cross-cultural effectiveness.

What Makes This Role Distinct

·       Built and scaled HR organizations across multiple Asian markets simultaneously

·       Led people strategy during business transformation, restructuring, and acquisitions

·       Operated at executive and board-facing levels while remaining deeply involved in operational delivery

·       Owned end-to-end M&A people integration, from diligence through post-close stabilization

·       Combined governance and compliance rigor with commercial and executional agility

·       Designed and personally driven HR systems, operating models, and process improvements in both high-growth and complex regulatory environments