Director, People Business Partner

The Director, People Business Partner role is a strategic leadership role that partners closely with senior business leaders—including the Cluster Managing Director for South Asia & Pacific—to shape and drive the people agenda in support of business goals. This role will be part of the APAC People Leadership Team to shape the People Agenda in the region. It holds significant influence and leadership across the organization by leading strategic large-scale, cross-functional transformation and change initiatives.

This role will drive strategic workforce planning, organizational design, and talent initiatives to build long-term capabilities and support business growth. A key part of the role is leading change management efforts, embedding cultural and behavioural shifts that enable transformation. To design and deliver enterprise-wide HR programs—such as talent management, leadership development, performance, and engagement—in collaboration with HR Centres of Expertise, ensuring solutions are both consistent and business-relevant. This includes managing end-to-end program execution, from stakeholder alignment and communications to resource coordination and risk management. By leveraging people analytics and external insights, to evaluate program effectiveness, shape the employee experience, and bring forward innovative HR solutions that strengthen organizational culture and ensure the business remains competitive.

JOB ROLE AND RESPONSIBILITIES:

• Strategic Alignment & Business Advisory - Partner closely with the senior leadership of South Asia & Pacific Cluster to understand business priorities, challenges, and long-term goals, then translate them into people strategies.
• Act as a thought partner to the leadership team, shaping decisions on workforce strategy, organisational design, and future capability needs.
• Provide insights on external market trends (talent, workforce, labour, competitor landscape) and how they impact the business.

Workforce Planning & Organisational Effectiveness -

• Drive workforce planning to ensure the business has the right skills, capacity, and structures to deliver growth.
• Anticipate talent and skill gaps, creating strategies for upskilling, reskilling, and workforce agility.
• Lead initiatives on organizational effectiveness, including team dynamics, culture alignment, and leadership effectiveness.
• Act as a key enabler in transformation programs, ensuring people aspects of change are proactively managed.
• Partner with leaders to create change strategies that increase adoption, minimize resistance, and build resilience.
• Coach leaders on leading change effectively and role-modelling desired culture shifts.

Leadership & Talent Development -

• Partner with business leaders to build leadership bench strength and succession pipelines.
• Identify high-potential talent and work with learning & development teams to create tailored growth opportunities.
• Influence leadership behaviours to reinforce company values, culture, and performance expectations.

Employee Experience & Culture –

• Shape initiatives that strengthen engagement, inclusion, and belonging, directly tied to business outcomes.
• Partner with leaders to embed organisational values into daily operations and decision-making.
• Use employee insights and data (e.g. engagement surveys, pulse checks) to recommend actionable improvements.

Data-Driven Insights & Decision Support –

• Leverage HR analytics and people metrics to influence business decisions (e.g. turnover, productivity, diversity, pay equity).
• Provide evidence-based recommendations to improve talent strategies, organisational health, and financial outcomes.

Program Management –

• Lead the design and delivery of strategic people programs that enable business objectives.
• Partner with HR Centres of Expertise and senior leaders to define program scope, objectives, success measures, and governance.
• Manage cross-functional project teams, ensuring consistent execution across geographies with room for local adaptation.
• Drive change management and communication efforts to maximize adoption and cultural alignment.
• Track and analyse program outcomes using data, employee feedback, and business metrics to inform continuous improvement.
• Anticipate risks, manage resources and timelines, and ensure accountability for successful program delivery.
• Introduce innovative approaches and leverage industry best practices to enhance program effectiveness.

Stakeholder Influence & Collaboration –

• Build strong relationships with senior leaders, position HR as a trusted advisor rather than a support function.
• Influence decision-making at executive levels by bringing a people-first perspective to business strategies.
• Collaborate cross-functionally (other HR sub-functions, Finance, Legal, Operations, etc.) to ensure holistic solutions.

• Bachelor's degree in human resources, Business Administration, Psychology, or related field (Master's preferred).
• 10+ years of progressive HR experience, including substantial time in business partnering roles.
• Demonstrated experience influencing and advising senior business leaders on strategic people matters.
• Proven track record in leading large-scale HR or change programs across multiple functions, regions, or business units.
• Experience working in complex, matrixed, and multinational environments.

• Strong understanding of the full spectrum of HR disciplines (talent, learning, performance, rewards, workforce planning, change management).
• Excellent program and project management skills, with the ability to manage multiple priorities, stakeholders, and timelines.
• Strong analytical skills; able to interpret HR and business data to drive insights and decisions.
• Excellent communication and facilitation skills, with the ability to influence and gain buy-in at senior levels.
• Skilled in organizational design, change leadership, and culture transformation.
• Strategic thinker with the ability to translate business goals into actionable people strategies.
• Trusted advisor who demonstrates strong relationship management, credibility, and integrity.
• Agile, adaptable, and comfortable working in dynamic, evolving business contexts.
• Inclusive leader with a commitment to building diverse and high-performing organizations.
• Innovative mindset, open to applying new practices, technologies, and approaches in HR.