Job Description

Req No.

46199BR

and Qualifications

The job holder will be expected to influence how the majority of this spend is used by the business.

Key relationships: President Asia, Asia Leadership Team, Executive HR Director Asia Level of supervision/guidance required: minimal; the job holder works in line with the overall direction of travel for L&CD and determines the best way of achieving this for the context and challenges of the Asia Region. In addition, they are expected to use their own judgement and improvise extensively to address the specific needs of the Asia organization, without referral to the Global L&CD Director.

PRINCIPAL ACCOUNTABILITIES

Identify learning and organization developments needs at a Regional level in consultation with the President of Asia, his leadership team and the Executive HR Director

Create a regional learning and capability development strategy for Asia in partnership with the President of Asia, his leadership team and the Executive HR Director that enables the delivery of Asia\' strategic growth agenda.

Work in partnership with the relevant Global Technical Academy Leads to develop Global Technical Academy strategy for the Operations, Supply & Op Logistics, Quality and Manufacturing Global Academies.

Ensure these strategies are fully resourced, address organizational, cultural, and geographic constraints and incorporate technical learning, leadership development, career development, organization development and talent management.

Build, engage and develop an Asia professional community of practice that is aligned, willing and capable of delivering against the learning and talent strategy. Define standards and expectations for the community and provide coaching and on job development to community members.

Create a learning, capability development, career development and organization development proposition tailored to Asia that is aligned with the overall strategic direction of L&CD that addresses the specific challenges inherent in the Asia context.

Identify complex business issues preventing the Asia Region from achieving its business goals by designing and facilitating organization development interventions that address them including team development, executive coaching, organization redesign and large group conferences.

Lead key learning, career development and OD interventions in Asia, adopting a hands-on, practitioner role in the following areas:

Leadership Development

In partnership with key senior stakeholders, design and deliver leadership development interventions that bring about a transformation of leaders\' mindsets and capabilities.

Global Technical Academies Responsibility for coaching and mentoring the Academy Leads and Chairs of the Operations, Supply & Op Logistics, Quality and Manufacturing Global Academies. Specifically, support Academy Leads and Chairs to identify needs and propose learning solutions, including supporting the design and delivery of learning interventions. Leadership Assessment and High Potential Development

Create processes to assess talent and design interventions that accelerate the development and maturity of talent pools.

Develop and facilitate learning and career initiatives using a variety of approaches including blended learning using digital earning programs and virtually delivered events, as well as experiential approaches such as action learning, action inquiry, immersive simulations, large group events.

Leads and/or provides subject matter expertise on Agile project teams developing new approaches and propositions on learning, career and OD initiatives (e.g. career development frameworks, leadership assessment, performance management etc).

Define key metrics to determine the overall effectiveness of learning and development programs in Asia and track metrics to determine most effective way to design and deliver initiatives.

Advise Asia senior leaders on talent development, coaching, mentoring and 360 feedback as required.

Provide learning and capability development and OD thought leadership to the Asia organisation and find creative ways of winning stakeholder commitment to new and innovative approaches.

Share practice and strengthen collaboration across TCE and the global HR team, developing synergies between the agendas of the different TCE pillars, HR Partners and Global Compensation and Benefits.

REQUIRED EXPERIENCE

• Seasoned professional with more than 10 years\' post qualification following the award of chartered status or equivalent in a professional institute (CIPD, SHRM etc).
• Advanced degree in OD, Learning or Psychology/ Behavioral Sciences from internationally recognized / accredited business school or educational institution
• Professional certification in executive coaching, psychometric assessment and learning consulting/ transformation
• Executive Presence and impact: natural authority; able to stand toe to toe with the Asia President and his team to challenge ways of working and approach
• At least 15+ years\' experience interacting with senior stakeholders (VP level and above) on learning consulting, facilitation, talent management, change management and transformation
• Bi-lingual: native speaker fluency in Chinese and English
• Experience of operating in an international, world-class global company, working across different countries and cultures with a diverse range of populations; strong multi-cultural awareness/ experience and sensitivity
• Deep experience of leading change at scale in a learning environment with proven expertise in transformation execution. Demonstrable trusted partner with an OD mindset and an understanding of whole system change
• Political acumen/ organizational influence: notices and finds ways of working with challenging relationship patterns and dynamics to progress global projects and approaches to learning
• Ability to hold paradox and deal with uncertainty: understands the inherent tension between meeting global and regional needs and is comfortable working with ambiguity to find own ethical boundaries
• Self Awareness: knowledge of self and unconscious biases, impact of visible and invisible differences; increased tolerance of ambiguities and appreciation of differences; understanding of impact of social identities on group and organizational dynamics; understanding of relationships between cultures and subcultures in organizational systems.

Employment Status

Full Time

Region

Asia

Organization

Corporate

Business Sector / Division

Human Resources

Air Products