Regional People Operations & Engagement Manager, SEA

A. Overall Purpose of The Job (Brief description of the primary purpose of this position)

The Manager, People Operations & Engagement will provide high-quality Human Resources guidance, counsel, and support to people leaders in the business, with accountability for the country's HR lead function across multiple locations in the Southeast Asia & Korea (SEA & Korea)

This includes advising on HR matters/initiatives that support the HR roadmap, providing a people and operational lens on all activities that will grow and evolve the business, managing related risk, and increasing engagement.

One of the unique aspects of this role is the requirement for travel across Southeast Asia & Korea (SEA & Korea). This role partners across multiple locations and takes co-accountability for the implementation of people-related initiatives that support operational requirements, ranging from organisational design, workforce planning, performance support, talent retention, employee engagement, internal communications, coaching and development for excellence, developing bench strength and leadership capability in future, emerging and current leaders, and providing sound, trusted, timely and reliable counsel and guidance in human resources & industrial relations matters.

Reporting to the Regional Director of Human Resource SEA & KOREA, the role has a strategic and operational focus, with the professional agility to effectively move between often conflicting matters (focus and timeframes). This role requires the commercial acumen to effectively deal with issues proactively, according to priority and urgency, and provide sound ‘just-in-time’ counsel on HR and IR matters as required.

The incumbent will champion the organisational vision and values, strongly advocate the value HR delivers to the company and employees, and contribute as an active Group, Business Line and Regional Services HR leadership team member. 

B. Key Responsibilities (Critical responsibilities and skills of this position, listed in order of importance)

Strategy & Direction

• Develop the People Operations (PO) strategies and ensure they are aligned with the overarching Regional HR objectives; 
• Analyse and make recommendations on PO&E initiatives, planning, and actions; 
• Act as a strategic partner to the business by ensuring a collective and inclusive approach to promoting the PO&E strategy across the Region; 
• Communicate the strategy and direction across the organisation and provide a synchronised approach in delivering the PO roadmap across the region;
•  Establish a robust operational framework and drive the delivery of the PO&E agenda

People Operations 

• People Planning & Sourcing 1 o In collaboration with the talent management & development function, drives the talent planning process and evaluates regional workforce requirements to meet ongoing business objectives;
• Coordinates with Finance to provide accurate workforce projections for budgeting purposes;
• Manages recruitment tools, job descriptions, recruitment pipeline, psychometric tests, etc.;
• Establishes and develops effective working relationships with internal and external recruiters, ensuring they understand the vacancy requirements and manage their expectations during the recruitment process;
• Works closely with business leaders to ensure critical recruitment is delivered on time and within budget;
• Builds a strong candidate pipeline to cover future vacancies; 
•  Updates and trains senior business leaders on recruitment initiatives and interviewing techniques;
• Provides reporting detailing recruitment status, promotions, and transfers; 
• Enhances and standardises recruitment practices across the region. 

Onboarding & Induction o

• Organise and deliver the Senior Management Induction program; 
• Act as an internal consultant to support the integration and onboarding of new senior hires;
• Communicate with new hires before joining to provide necessary onboarding information and ensure the locations are prepared to support their induction
• Assist senior management when they move to a new department or position.

Global Talent Mobility

• Work closely with IAS to ensure the smooth deployment of senior resources globally; 
• Ensure compliance with Group mobility policy for internal transfers of senior staff;
• Develop and deliver data analysis and insights on internal transfers and monitor and report costing trends;
• Collaborate with the talent management & development function to leverage international assignments as opportunities for career growth.

Organizational Development

• Captures organisation design discussions and ensures changes are accurately reflected in the organisation charts; 
• Maintains a Job Description library for all critical roles across the region;
• Assists with assessing organisational risks and devises organisational design recommendations that minimise risk impact;
• Ensures continuous process and policy improvements and updates HR policy documents to reflect the same;
• Provide guidance, coaching and input/ influence on any related operation function restructures, change plans and workforce planning;
• Provide accurate and key people experience information and data to the country management team to enable proactive business planning decision-making and to meet regulatory requirements;
• Coach and develop country HR in the areas of effective recruitment, probation, clear expectation setting, outcomes-based goals, MyHR, career planning, and any other key HR processes;
• Drive the delivery of change management initiatives;
• Supports the Group and MSBL HR digital transformation agenda and initiatives;
• Support Regional M&A HR integration activities.