HRBP, Function, APAC(18 months contract）

Essential Duties and Responsibilities

Function HR Partnership 

• Serve as the trusted HR partner for functional leaders in Finance, Supply Chain, and related teams across APAC, bringing HR perspective into business conversations 
• Coach and advise managers on people decisions, team dynamics, performance, and development 
• Support the annual cycle of talent management and compensation activities, including performance reviews, talent assessments, succession planning, and compensation calibration; 
• Connect functional priorities to the broader regional HR agenda, working in close coordination with Regional HRBPs and HR COEs 

Organizational Effectiveness & Workforce Planning 

• Support functional leaders in thinking through how their teams are structured, resourced, and positioned for what the business needs next 
• Bring data and business context into workforce planning conversations 

Employee Lifecycle 

• Ensure key moments in the employee journey such as onboarding, probation, promotion, internal movement, and offboarding, are handled well and consistently across the region 
• Facilitate the right conversations between functional leaders, country HR teams, and regional stakeholders so that lifecycle decisions, particularly promotions and cross-border moves, are aligned before they are confirmed 

Hiring Governance & Regional Recruitment Support 

• Partner with global and regional teams on hiring activity across APAC, helping ensure decisions are well-grounded in local market, cost, and compliance realities 
• Act as the regional HR interface for global teams hiring into the region, connecting them to the right local knowledge, processes, and stakeholders.

Employee Relations & Compliance 

• Guide managers through ER matters — performance cases, grievances, disciplinary processes — with sound judgment, knowing when to resolve and when to escalate 

Keys to Success

• Stakeholder partnership across a complex matrix. You are comfortable working across global and regional teams, building trust with leaders at multiple levels, navigating competing priorities, and bringing stakeholders along when alignment is needed. 
• Functional credibility. You earn the trust of function leaders by understanding their business rhythms, priorities, constraints, and decision-making needs. 
• Decision clarity. You are clear on who owns what before you act. You do not escalate without a defined ask, and you do not absorb accountability that belongs elsewhere. 
• Reliable follow-through. You connect dots across regional and global teams, close loops, and prevent issues from falling through organizational seams. 
• Ownership mindset. You take initiative, follow issues through to closure, and do not wait for perfect instructions before moving work forward. You are comfortable operating with ambiguity while keeping stakeholders informed and aligned. 
• Adaptability and learning agility. You adjust quickly across different countries, functions, and leadership styles, while staying grounded in business priorities, employment practices, and sound HR judgment. 
• Outcome orientation. You focus on practical business outcomes, not HR activity for its own sake. You prioritize what matters, make trade-offs when needed, and ensure people solutions are executable, compliant, and commercially sensible. 

Supervisory Responsibilities

• 3+ direct reports
• Manages a generally homogeneous team; adapts plans and sets priorities to meet service and/or operational challenges
• Has performance management and people development responsibility for managers or associates
• Provides subject matter guidance to associates, colleagues and/or customers

Requirements and Preferred Skills

• 7–10 years of HR experience in a multinational environment, with a genuine business partnering track record 
• Experience supporting Finance, Supply Chain, or similar corporate functions — you understand their rhythms and how to build credibility with their leaders 
• Working knowledge of employment practices in at least two markets across East Asia India 
• Demonstrated ability to navigate competing global and regional priorities in a matrix structure 
• Clear communicator — able to translate HR implications into business language and hold a governance position without creating unnecessary friction