Job Description

Job Summary:

Reporting directly to North Asia & SAPMENA Zone IT HR Director, the successful candidate will play a pivotal role in accelerating the zone IT Beauty Tech transformation. In close partnership with the Zone IT HRD and the Domain leaders, the incumbent will be responsible for building future-ready organization structures, recruit, develop and retain diverse IT talents while working on driving employee engagement and enablement. In addition, this person will work closely with the transversal function in driving change initiatives and key strategic people and culture.

Qualifications:

• A proven expertise of minimum of 10 to 12 years\' enterprise experience. Highly organized, able to work effectively with stakeholders as a business partner, to influence and to collaborate with IT/Tech, HR, learning and change experts and IT business leaders to effectively innovate and impact the employee life cycle of tech employees.
• Must have, at minimum, contributed to the design and development of a holistic people & culture strategy specific to a designated area of the business. Demonstrated proficiency in advising leaders in organizational design and development.
• Agile including strong cross-cultural agility.
• Resilient, autonomous, and able to achieve results in a fast-changing environment.
• Former exposure as HR business partner within the IT industry though not a must, would be beneficial.

• Lead business partner for the regional Tech teams based in Singapore. This includes but not limited to partnering in functional talent agenda, anticipating IT relevant capabilities for the future, and translate them into core competencies, the business model, the specific expertise.
• Accompany zone IT management/leadership team in the implementation of the organizational structures and adapting & executing the change mgmt. approach to ensure effective implementation of the transformation agenda.
• Build proximity with functional managers and HR colleagues to ensure a rich talent pipeline and to plan key player mobility.
• Know the pulse of the team by establishing frequent touch point with key players and the overall organization
• Anticipate departure risks and pre-empt them
• Prepare a talent acquisition, development & retention plan to bridge the talent gap identified as part of the key player review process.
• Partner alongside the HRD and Learning Practice led to identify needs, co-create and implement zone IT learning & transformation programs/roadmap in cooperation with key Business, HR & Tech stakeholders to build a complete & customized learning offer for optimal learner impact and business results.
• Drive employee engagement initiatives in line with the employee survey feedback.
• Implement global projects such as Simplicity 2 (Change Management initiative) to drive enablement across teams.
• Modernize the HR offer by focusing on improving ways of working, new job architectures, job mapping, rewards benchmarking projects
• Animate the country HRBP teams to align & deliver on a shared HR frame for IT.

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