HR & Change Manager

Overview

Inchcape is the leading global automotive distributor operating in more than 40 markets. We partner with some of the biggest brands in the business to power better mobility today and in the future.

Our diverse global team of over 18,000 talented colleagues foster an inclusive and collaborative culture, delivering a brilliant experience for our customers and partners. We’re a dynamic and fast-growing business, driving the transformation of our industry and redefining tomorrow.

Purpose of Role: The HR & Change Manager will play a key role in the development of Inchcape Global Business Services – Asia Pacific (iGBS-APAC) from ramp up (Q3 2025) through to steady state operation (Q2 2026) before transitioning into a BAU operation. As a key member of the iGBS - APAC leadership team, the People Manager will be responsible for establishing the people & organisation frameworks and practices, alignment to Inchcape wider operations, to enable business delivery.

Job Role and Responsibilities:

The role is a generalist role responsible for; business partnering, recruitment, capability & development, payroll, performance management, rewards & recognition, employee relations, account management, wellbeing, health & safety, team management, eNPS survey, HRIS and leadership. This role is supported by one HRBP and a regional People shared services team. This role is a peer to the Tower Leads in iGBS - APAC.

• Team management: Lead, coach and develop the People team, ensuring they have the skills, knowledge and behaviours to deliver the HR objectives and support the business needs.
• Business partnering: Provide strategic and operational support to iGBS - APAC leaders and teams on all people and organisation matters, ensuring alignment with the Group HR policies and processes.
• Recruitment: Own the end-to-end recruitment process for iGBS - APAC roles, from job design, sourcing, selection, offer, onboarding and induction, in collaboration with the Group Talent Acquisition team and external partners
• Performance management: Facilitating the performance management cycle, including objective setting, feedback, coaching, development planning and performance reviews.
• Rewards and recognition: Manage the compensation and benefits programs & Processes for iGBS - APAC employees, ensuring market competitiveness, internal equity and alignment with the Group reward principles. Design and implement recognition schemes to motivate and retain talent.
• Employee relations: Build and maintain positive and constructive relationships with iGBS - APAC employees, addressing any issues or grievances in a timely and fair manner, and ensuring compliance with the local labour law and regulations.
• Wellbeing, health and safety: Promote a healthy and safe work environment for iGBS - APAC employees, implementing wellbeing initiatives, risk assessments, policies and procedures in line with the Group standards and local requirements.
• Training and development: Assess the learning and development needs of iGBS - APAC employees and identify relevant and impactful training programs and interventions, leveraging the Group learning resources and external providers. Delivery of some training may be required.
• eNPS survey: Conduct regular employee engagement surveys using the eNPS methodology and analyse the results and feedback to identify areas of improvement and action plans.
• PeopleHub: Ensuring data accuracy, integrity and generating reports and insights to support decision making and reporting.
• Leadership: Contribute to the iGBS - APAC leadership team and the Group HR function by providing strategic input, sharing best practices, participating in projects and initiatives, and representing the iGBS APAC interests and perspectives.

Ideal experience:

• It would be advantageous to have experience in in a ramp up environment, BPO or finance processing centre
• Generalist HR experience
• Experience related to system implementation
• Experience delivering a Business Partner model to multiple leaders
• Proven expertise in defining and delivering a people/organization strategy aligned to business strategy
• Strong HR operational capability, including sound knowledge of labour law
• Work independently

Required Skills:

• Ability to work collaboratively with in-market, regional and group stakeholders
• Flexible and adaptable; a proven track record of and preference for working in change environments with ambiguity.
• Self-starter; highly skilled and hands on in both creating clear strategies and plans and delivering practical, pragmatic actions
• Skilled in solution generation – with a positive ‘can do’ attitude and approach to overcoming obstacles

For any technical support please email to