Regional Human Resources Manager

Job description

The Regional Human Resources Manager supports the implementation of HR strategies, policies, initiatives, and best practices across the region. The role works closely with country HR teams and business stakeholders to ensure alignment with regional and corporate HR directions.

The position provides HR guidance and support to employees, management, and country HR representatives, covering areas such as HR operations, employee relations, recruitment, compliance, and policy implementation.

The role also works with country HR teams to improve HR processes, strengthen governance, and enhance operational efficiency. Where required, the Regional Human Resources Manager conducts HR reviews, audits, and compliance checks to ensure policies, procedures, and employment regulations are properly followed.

Key responsibilities:

Regional HR Strategy & Governance

Localising and executing Group/HQ Human Resources strategies, policies and initiatives across the Region.
Develop and recommend regional HR strategies, frameworks and practices for areas not centrally governed by HQ, taking into consideration business requirements and local market practices.
Drive alignment and consistency of HR policies, processes and practices across countries while allowing for appropriate localisation based on business and statutory requirements.
Act as a key HR advisor and point of consultation to Country HR teams and management on HR-related matters.
Partner with Country HR teams to strengthen HR governance, operational effectiveness and service delivery across the Region.
Monitor compliance with Group/HQ HR policies, local employment legislation and established HR procedures, and recommend corrective or improvement actions where required.
Facilitate the sharing and adoption of HR best practices across countries within the Region.
Ensure HR communications are appropriately cascaded across the Region while maintaining confidentiality of sensitive information.

HR Business Partnership & Workforce Planning

Partner with regional and country management teams to understand business priorities and provide HR advice and solutions that support organizational objectives.
Support annual manpower and workforce planning exercises, including headcount planning, organizational structure reviews and workforce optimization.
Advise management on organizational changes, restructuring, redeployment, workforce movements and other employee-related matters.
Monitor workforce trends and HR metrics, including headcount, turnover, absenteeism and manpower costs, and provide insights and recommendations to management.
Support business expansion, restructuring, pre-openings, closures, mergers, transfers and other organizational projects from an HR perspective.

Talent Acquisition & Workforce Resourcing

Provide regional oversight of recruitment and selection activities to ensure appropriate manpower planning and consistent recruitment standards.
Ensure job descriptions and job requirements are current, relevant and aligned with organisational structures.
Partner with Country HR teams and hiring managers on recruitment strategies for critical, senior and hard-to-fill positions.
Participate in the selection and interview process for key and management-level positions where required.
Review recruitment effectiveness, hiring trends and manpower gaps across the Region and recommend appropriate solutions.
Promote fair, consistent and merit-based recruitment and selection practices.

Talent Management, Performance & Development

Drive and support the implementation of the Group's performance management framework across the Region.
Partner with Country HR teams and management on performance management matters, including goal setting, performance reviews, performance improvement and employee development.
Support talent review, succession planning and identification of high-potential employees and critical positions across the Region.
Identify regional capability and development needs and work with relevant stakeholders on appropriate learning and development interventions.
Support leadership and management development initiatives and facilitate internal mobility and career development opportunities across countries where appropriate.

Compensation, Benefits & HR Budget

Support the implementation and governance of Group compensation and benefits policies and programs across the Region.
Review salary proposals, promotions, adjustments and other compensation matters to ensure internal equity, market competitiveness and alignment with established guidelines.
Support salary benchmarking and market review exercises where required.
Partner with Country HR teams and Finance on annual manpower budgeting, salary review and HR-related cost planning.
Monitor regional HR costs and identify opportunities to improve cost effectiveness without compromising employee experience or compliance.

Employee Relations & Employment Compliance

Advise management and Country HR teams on employee relations matters, including disciplinary issues, grievances, performance concerns and workplace conflicts.
Interpret and provide guidance on employment legislation, regulatory requirements, Company policies and employment terms and conditions.
Guide and/or participate in investigations, counselling, disciplinary and grievance processes where appropriate.
Support Country HR teams in managing complex or sensitive employee relations cases and ensure appropriate documentation and procedural fairness.
Monitor changes in employment legislation and HR best practices across countries within the Region and assess their implications for the organization.
Recommend changes to policies, procedures and employment practices arising from legislative or regulatory developments.
Liaise with relevant authorities, external advisors or other stakeholders on employment-related matters where required.

Employee Engagement & Culture

Drive and support regional employee engagement, recognition, well-being and culture initiatives aligned with Group/HQ direction.
Coordinate regional initiatives including employee engagement activities, festive celebrations, corporate events, CSR programs and other employee experience initiatives.
Partner with Country HR teams to review employee feedback and engagement results and develop appropriate action plans.
Promote organizational values, employee communication and a positive workplace culture across the Region.

HR Operations, Systems & Analytics

Oversee the accuracy, integrity and confidentiality of employee information and HR records across the Region.
Ensure appropriate HR controls, documentation and record-keeping standards are maintained in accordance with audit, legal and Company requirements.
Review regional HR reports, dashboards and key HR metrics and provide management with relevant insights and recommendations.
Support the effective utilisation and continuous improvement of HR systems, processes and reporting tools.
Identify opportunities to standardise, streamline and automate HR processes across countries.

Audit, Risk & Compliance

Conduct or support periodic HR audits and compliance reviews across countries to assess adherence to Group policies, local legislation and established processes.
Identify HR operational and compliance risks and work with Country HR teams to implement corrective and preventive measures.
Support internal and external audit requirements and ensure timely closure of HR-related audit findings.
Where required, participate in reviews of operational effectiveness and efficiency from a people, process and compliance perspective.

Job Requirements

Degree holder preferably in human resources management or related disciplines
Minimum 8 - 10 years’ relevant supervisory experience gained from a sizable organization and fast paced Environment with regional exposure
Hands-on HR generalist experience in the hospitality or travel industry preferably
Experience in setting up HR policies and processes is a definite advantage
Independent, proactive, responsible, result-oriented, detail-minded and able to work under pressure
Good team player with commitment to quality work and tight schedule
Proficient in Microsoft office applications
Good command of spoken and written English
Adhoc overseas business travelling is required

Required skills

team player recruitment audit compliance documentation operational efficiency governance benefits audits result-oriented automation performance reviews hr systems promotions leadership development talent acquisition human resources best practices talent management proactive well-being career development hospitality industry travel industry employee development fast-paced environment employee experience performance management hr policies employee relations workforce planning microsoft office applications closures risk regulatory requirements succession planning quality work manpower planning human resources management preventive measures salary adjustments supervisory experience stakeholders compensation performance improvement recognition restructuring investigations employee engagement turnover company policies standardization reporting tools corporate events independent transfers business expansion company culture talent review dashboards corrective measures responsible job descriptions employment legislation work under pressure hr best practices counselling selection process hr records hiring managers grievances legal requirements hr metrics hr processes hr operations operational effectiveness mergers positive workplace culture hr analytics hr strategy audit requirements salary review local legislation goal setting policy implementation absenteeism regulatory developments compliance checks organizational structure hr advisor disciplinary issues action plans business stakeholders compliance risks cost effectiveness written english streamlining development needs salary benchmarking headcount spoken english internal mobility employee engagement activities hr reports hr initiatives organizational values company requirements senior positions interview process compliance reviews organizational changes external advisors learning interventions procedural fairness hiring trends market competitiveness management development employee information regional hr employee communication audit findings legislative developments compensation policies tight schedule internal equity salary proposals employment regulations hr budget redeployment established processes employee feedback hr process improvement people processes disciplinary process grievance process employee relations cases capability needs workforce optimization performance concerns recruitment effectiveness regional exposure degree holder employee experience initiatives country hr hr reviews workforce movements manpower costs pre-openings workforce resourcing recruitment standards critical positions hard-to-fill positions management level positions manpower gaps merit-based recruitment high-potential employees benefits policies market review manpower budgeting hr cost planning hr costs workplace conflicts employment terms and conditions employment law changes festive celebrations csr programs engagement results hr controls record-keeping standards hr systems utilization hr audits adherence to policies hr operational risks external audit requirements sizable organization hr generalist experience setting up hr policies setting up hr processes detail-minded overseas business travel

Regional Human Resources Manager

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