The Mission:
Manage strategic HR Business partnering for one of our entity across APMEA and APAC region to drive a unified people strategy that accelerates RateGains growth. While reporting to the VP Corporate HR, this role will operate with the maturity and influence of a regional leadserving as the go-to partner for day-to-day employee lifecycle management while shaping development agendas in close collaboration with Global HR, Operations, and People Development team.Key Responsibilities:Strategic People Partnering & Business Execution
- Act as trusted advisor to BU leaders across APMEA and APAC, aligning people interventions with growth, profitability, and
customer outcomes.
- Translate global initiatives (M&A, org changes, culture-building programs) into regional execution with measurable milestones.
- Anticipate talent risks and proactively design interventions across hiring, development, mobility, and retention.
Employee Lifecycle, ER & Compliance
- Act as the APMEA and APAC custodian for all employee queries and lifecycle processes from onboarding to exit.
- Partner with People Ops and Legal on complex ER matters, investigations, and policy governance, ensuring discretion and audit
readiness.
- Possess a strong understanding of local labor laws, statutory requirements, and country-specific compliance frameworks across
APMEA and APAC, ensuring all policies and practices are aligned with the law of the land.
Data-Driven HR & Analytics
- Build insight-rich dashboards that enable leadership decisions on capacity, span, location strategy, engagement, and attrition.
- Bring an AI & I (Artificial Intelligence & Innovation) mindset to employee lifecycle managementleveraging automation, digital
tools, and GenAI-enabled workflows to enhance employee experience, minimize manual interventions, and ensure compliance
accuracy.Org Design, Workforce Planning & Talent Architecture
- Lead workforce planning, succession design, and manager capability-building.
- Drive alignment on job architecture, career frameworks, and internal mobility pathways.
- Support performance and reward cycles, ensuring process rigor and fairness across the region.
Change Leadership & Program Management
- Lead cross-functional people programs end-to-end (scope ? plan ? execute ? measure).
- Provide early warnings on talent gaps, compliance risks, or change management pitfallsoffering crisp options and impact
assessments.
- Drive quarterly OKRs for people priorities and publish progress to stakeholders.
What Youll Bring
- Business orientation: Ability to link people strategy directly with P&L, growth, and customer goals.
- Experience: 1014 years of progressive HR experience with a strong foundation in HRBP, organizational development, and
talent advisory roles.
- Regional expertise: Proven success managing HR strategy across Asia-Pacific & Middle East, with cultural fluency in diverse
markets.
- Influence & presence: Ability to advise and influence CXO-level leaders and BU heads in a matrixed environment.
- Execution mindset: A builder who balances strategic frameworks with hands-on delivery.
- Tech-forward: Data-driven with HRIS/analytics expertise and exposure to GenAI-enabled HR practices.
- Judgment & resilience: Decisive under ambiguity, proactive in risk sensing, and able to influence without formal authority.
- Education: Bachelors/Masters in HR, Business Administration, or related field.
Key Competencies
- Business-first HRBP who connects people levers to P&L and growth outcomes.
- Strength in org design, change management, and workforce planning for scale. Builder mindset: designs simple, repeatable
programs; balances strategic and hands-on execution.
- High EQ and cultural fluency; experienced across APAC, Middle East & Africa.
- Trusted judgment in complex ER and sensitive leadership coaching.
- Excellent communication; able to influence CXO and senior leaders.
Qualifications
- Bachelors/Masters in HR, Business, or related field.
- Proven success leading people strategy across APAC & Middle East in multicultural, distributed environments.
- Track record influencing senior stakeholders; experience spanning talent management, people development, C&B, succession.
- Fluency with HR systems, reporting, and analytics; exposure to GenAI/modern HR tech preferred.
