Our client is a lifestyle and performance footwear, apparel, and accessories brand present in over 180 countries and territories through department and specialty stores, e-commerce and digital stores, and through our more than 4,500 company-and third-party-owned retail locations.
Position: Senior Director Human Resources Asia Pacific
Location:
Based at the Regional HQ in Hong Kong (travel is estimated at 25% - 35%).
Reports:
Global SVP Human Resources in the US.
Direct reports:
Team of 7 and 3 Heads of HR across the region.
Salary:
$1.1mill to $1.4mill HKD Hong Kong Dollars per annum + package.
KEY RESPONSIBILITIES
Provide strategic HR expertise and support to senior leaders across the region
Take a collaborative approach to advise global leaders on best practices related to compensation strategies, performance management, and workforce planning
Mentor and develop the HR team, further developing the team’s knowledge and understanding of HR practices and processes
Collaborate with global HR centres of expertise to provide insights and recommendations for longer-term HR solutions
Communicate global and region-specific people strategies to the HR team, connecting their roles and work to the brands overarching goals
Provide expertise and support to leaders as it relates to people strategies, workforce planning, and other local and global initiatives
Lead the support and execution of global talent and performance management initiatives for the region
Promote informed, data-driven decision making related to workforce planning, performance management, talent management, and compensation
Encourage and support adoption efforts for new HR processes, ways of working, and HR systems
Travel, as needed, to the various countries in the region to provide in-person HR leadership and further build relationships at the local level
Communicate global and region-specific people strategies to the field HR team, connecting their roles and work to the brands overarching goals
SUCCESS PROFILE
Be a part of a transformative team and culture:
Thrive in ability to shape change and enable efficiencies to improve the HR function.
Have courage to share perspectives and openness for healthy inclusion of ideas.
Contribute to challenging work with no shortage of complex problems to solve.
Recognize the value that different perspectives and values bring to an organization.
Take a broad view when approaching issues using a global lens.
Collaborate with broader HR team and organization.
IDEAL EXPERIENCE
10+ years of strategic HR experience across multiple functions, including as an HR Business Partner
Has served as a coach and trusted HR business partner and successfully operated as an integral part of a senior leadership team, contributing to business areas beyond human resources. Broad understanding of talent, compensation, performance management, employee relations, and HR compliance at the global level.
Experience working with a multi-site and hourly/distributed workforce
Experience leading a team supporting a dispersed, hourly, front line workforce, ideally in retail and/or distribution centre settings. Track record of success within a retail, hospitality or another service industry environment is highly preferred.
Experience leading in a complex, international environment with a global mindset
Flexible and adaptable to changing needs and strategies of a fast-paced, complex, and global environment. Global experience preferred, experience within the Americas would be ideal. Collaborative, seeks to work across functions and geographies to solution.
Strong written and verbal communication skills
Proven ability to communicate with all levels of an organization, both written and verbal. Fluency in English would be preferred.
CRITICAL LEADERSHIP CAPABILITIES
Collaborating and Influencing
Facilitates discussions to enable people to collaborate with each other independently; promotes collaboration across multiple parties.
Identifies and meets with key players and stakeholders to help them shape a consensus collectively and engages in a dialogue to reach a conclusion together, compromising as necessary for results.
Builds a network prioritizing these relationships. Ability to manage up, down and across an organization.
Demonstrated ability to coach and mentor leaders.
Strategic Business Mindset
Initiates and engages with business leaders as a peer and coach. By developing deep knowledge of the company’s business model and industry, builds trust and credibility with senior leaders that leads to improved organizational effectiveness.
Foresees, prepares, and responds swiftly to changing business and external environmental factors and other areas that influence the business.
Identifies ways to take functional action, which provides compelling business value or clear business opportunities that support growth.
Learning agility – able to be flexible and adaptable.
Driven to create value for shareholders – business focused.
Change-oriented, desire to innovate.
