REGIONAL SENIOR HR MANAGER

Purpose

The Regional Senior HR Manager is responsible for leading and driving the people strategy and human capital agenda across PSA's Northeast Asia (NEA) region.

The role partners closely with Group HR, Regional Management, and Business Unit leadership teams to ensure alignment of regional people strategies with PSA's corporate objectives, while taking into consideration local business and regulatory requirements.

The incumbent serves as a key HR advisor to regional leadership and leads strategic initiatives in talent management, succession planning, organisation development, workforce planning, leadership development, employee engagement, governance and HR transformation across the region.

The role reports directly to the Region and has a functional reporting line to Group Head of HR.

Accountabilities

Strategic HR Leadership & Business Partnering

• Develop and implement regional HR strategies to support business growth, organisational effectiveness and workforce sustainability across NEA.
• Partner the regional leadership team and BU Heads on strategic workforce planning, talent pipeline development and organisational capacity building.
• Drive alignment of regional HR initiatives with PSA Group HR strategies and policies.
  
  

Talent Management & Succession Planning

• Lead regional talent reviews, succession planning and leadership pipeline initiatives.
• Identify and develop high-potential talent through structured developmental programs, international exposure opportunities and mobility assignments to develop PSA DNA.
• Work with GHR and SGHR on China Operations Executive (OE) Program, Global Management Associate Program (GMAP) and other young talent schemes.
• Support appointment, renewal and deployment of key executives, BU Heads and appointees.
  
  

Organisation Development & Change Management

• Drive organisation design and organisation effectiveness initiatives.
• Lead employee engagement, culture-building and change management interventions.
• Facilitate leadership workshops, strategic retreats and organisation development programs where necessary.
  
  

Performance & Rewards

• Oversee regional performance management processes including calibration, talent differentiation and performance governance.
• Lead annual salary review, variable bonus, promotion exercise, balanced scorecard and other reward-related initiatives.
• Provide guidance on compensation positioning, benchmarking and retention strategies for critical talent.
  
  

Learning, Leadership Development & Capability Building

• Lead regional learning and capacity development strategies.
• Partner PSA University and Group HR in deploying leadership, functional and technical learning programs.
• Drive adoption of learning technologies and digital learning platforms.
  
  

HR Governance, Risk & Compliance

• Ensure alignment of regional HR policies, data, guidelines and practices with Group HR principles and governance requirements.
• Oversee compliance with employment legislation, internal controls, Code of Business Ethics & Conduct and corporate governance requirements.
• Support internal audits, governance reviews and implementation of corrective actions where necessary.
  
  

Regional HR Oversight

• Work with BU HR teams to ensure effective implementation of HR policies, processes and systems across the region.
• Drive sharing of HR best practices and continuous process improvement initiatives.
• Monitor HR reports, metrics, workforce analytics and organisational trends to support data-driven decision making.
  
  

Talent Mobility & International Assignments

• Oversee expatriate management and cross-border talent mobility matters.
• Provide guidance on appointment terms, relocation arrangements and employment-related implications across jurisdictions.
• Work with GHR to ensure compliance with local tax regulations, immigration/work permit and secondments/expatriation requirements to avoid permanent establishment risks to PSA
  
  

Employee Communications & Engagement

• Lead regional employee communication initiatives and engagement activities.
• Support employer branding, university relations and campus hiring programs to strengthen the regional talent pipeline.
  
  

Digitalisation, HR Analytics & Reporting

• Champion HR digitalisation, AI adoption and productivity enhancement initiatives.
• Leverage AI, HR technologies, workforce analytics and data visualisation tools to improve decision making, operational efficiency and employee experience.
• Identify opportunities to automate, streamline and enhance HR processes through digital and AI-enabled solutions.
• Drive data-driven HR practices by developing regional dashboards, insights and people analytics to support strategic workforce decisions.
  
  

Regional Programs & Other Matters

• Responsible for regional FISH, Organisation Development and training matters.
  
  

Undertake other HR-related assignments as directed by Region or Group Management.

• Degree in Business, Human Resources, Organisation Development, or related discipline and/or related experience.
• Minimum 10 years of progressive HR experience, with at least 5 years in a business partnering, HR leadership or regional HR role.
• Experience supporting multiple countries, business units or diverse stakeholder groups is strongly preferred.
• Strong business acumen with the ability to translate business strategies into people solutions.
• Proven ability to influence and partner senior stakeholders, including executive leadership teams.
• Excellent written, communication and presentation skills.
• Strong stakeholder management and influencing skills, with the ability to build trusted relationships and collaborate effectively with senior leaders.
• Strong analytical and problem-solving capabilities with data driven decision making skills.
• Experience in leveraging AI, HR technologies and workforce analytics to drive operational excellence and data-driven decision making will be an advantage.
• Ability to work effectively across different cultures and environments.
• Highly adaptable, resilient and comfortable operating in a complex regional matrix organisation.
• Willingness to travel occasionally to support regional HR initiatives and business operations.