Are you inspired by challenging the status quo Do you thrive in collaborative environments that drive results If so, Gates could be for you.

Gates is a leading manufacturer of application-specific fluid power and power transmission solutions. We push the boundaries of material science to engineer solutions that continually exceed customer expectations.

Let's simplify it, think belts and hoses. Found in motorcycles, conveyor belts, cars, tractors, blenders, vacuum cleaners, bicycles, & 3D printers just to name a few. Because why not do it all

Essential Duties And Responsibilities

The HR Business Partner, ASEAN serves as a trusted advisor to business leaders and managers across the region, translating business priorities into effective people solutions. Working closely with HR teams in countries, and in region and; this role supports workforce planning, organizational effectiveness, talent management, employee relations, and change initiatives across a diverse portfolio of ASEAN Regions.

This role combines business partnership with hands-on execution and is responsible for helping leaders make informed workforce decisions while ensuring alignment with Gates policies, employment regulations, and regional business objectives.

The successful candidate will operate effectively within a matrix organization, balancing global frameworks with local market realities across ASEAN.

Responsibilities:

HR Partnership

Serve as the trusted HR partner for ASEAN Commercial and Thailand Operations, bringing HR perspective into business conversations
Coach and advise managers on people's 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; ensuring functional leaders are well-prepared and the process runs smoothly across the region
Connect functional priorities to the broader regional HR agenda, working in close coordination with Regional HR leaders and HR COEs

Organizational Effectiveness & Workforce Planning

Support business 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
Help leaders identify workforce risks and think through mitigation options before they become problems

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 regional COE TA team on hiring activity across the region, helping ensure decisions are well-grounded in local market, cost, and compliance realities

Employee Relations & Compliance

Guide managers through ER matters — performance cases, grievances, disciplinary processes — with sound judgment, knowing when to resolve and when to escalate
Stay current on employment legislation across key markets including Thailand, Indonesia , Malaysia, etc and ensure practices within assigned functions remain compliant

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.
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

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

B.S. Degree in a related discipline required.
7–10 years of HR experience in a multinational environment, with a genuine business partnering track record.
Experience supporting Commercial, Operation functions — you understand their rhythms and how to build credibility with their leaders.
Working knowledge of employment practices in at least two markets across ASEAN.
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.

WHY GATES

Founded in 1911 in Denver, Colorado, Gates is publicly traded on the NYSE. While we might operate in a vast amount of time zones we operate as One Gates and have a common goal of pushing the boundaries of materials science. We invest in our people, bringing real-world experience that enables us to solve our customers diverse challenges of today and anticipate those of tomorrow.

WORK ENVIRONMENT

Gates is an Equal Opportunity and is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of race, sex, color, religion, age, disability, pregnancy, citizenship, sexual orientation, gender identity, national origin, protected veteran status, genetic information, marital status, or any other consideration defined by law.

HR Business Partner,ASEAN