Senior Manager Human Resources (TECH, LEGAL & CORP COMM)

Purpose:

Act as the strategic HR Business Partner for Tech, Legal, and Corporate Communications in Market GCA, partnering with functional leaders to translate business priorities into effective people and organization plans. Provide end-to-end HR partnership across workforce planning, organization design, talent management, performance, employee relations, leadership effectiveness, and change management. Enable the functions to build future-ready capabilities, strengthen leadership and team effectiveness, and sustain a high-performance, inclusive, and compliant organization under the GCA market context.

Key Responsibilities:

• Partner with Tech, Legal, and Corporate Communications leaders to understand business priorities, organization challenges, and capability requirements, and translate them into practical people plans.

• Drive strategic workforce planning, organization design, and resource planning to support functional priorities, future capability needs, and market transformation agenda.
• Support leaders in talent acquisition, succession planning, talent reviews, retention, and development actions for critical roles and key talents across the supported functions.
• Provide proactive coaching and HR guidance to leaders and people managers on performance management, leadership effectiveness, team effectiveness, career development, and employee engagement.
• Manage complex employee relations topics in partnership with Employee Relations, Legal, and relevant expert teams, ensuring fair, consistent, and compliant practices.
• Enable organization and people-related transformation initiatives
• Leverage people data, business insights, and HR metrics to diagnose organization risks, identify trends, and recommend actions that improve capability, engagement, productivity, and retention.
• Partner with Talent, Talent Acquisition, Rewards, Employee Relations, GBS, and global HR stakeholders to ensure effective execution of HR processes, policies, and initiatives.

Key Relationships:

• Functional leaders and people managers in Tech, Legal, and Corporate Communications

• Employees and key talents across the supported functions
• GCA HR Leadership Team and relevant global or regional HR stakeholders
• Talent, Talent Acquisition, Rewards, Employee Relations, and other HR expert teams
• GBS and HR Operations
• Finance and Legal stakeholders, as relevant for organization, workforce, employee relations, and compliance topics
• External vendors or consulting partners, if applicable

Knowledge Skills and Abilities:

• Strong HR business partnering capability, with solid knowledge of core HR processes, local employment practices, and organization effectiveness levers.

• Good business acumen and ability to understand the operating context, priorities, and success measures of Tech, Legal, and Corporate Communications functions.
• Ability to translate business priorities into workforce, organization, talent, and capability plans.
• Strong consulting, influencing, facilitation, and stakeholder management skills, including the confidence to challenge constructively.
• Solid judgement in handling sensitive, confidential, and high-risk topics, especially in relation to Legal, employee relations, compliance, and internal communications matters.
• Change management and project management capability, with the ability to support transformation, capability redesign, and organization evolution.
• Analytical mindset and ability to use people data, workforce insights, and HR metrics to diagnose issues and recommend practical actions.
• Strong written and verbal communication skills, with the ability to tailor messages for senior leaders, people managers, and employees.
• Collaborative, proactive, resilient, and comfortable working in ambiguity across multiple functions and stakeholder groups.
• Fluent English and Mandarin communication skills, written and oral.

Requisite Education and Experience / Minimum Qualifications:

• Bachelor’s degree or equivalent, preferably in Human Resources, Organization Development, Business, Psychology, or a related field.
• Minimum of 5–8 years of progressive HR experience, ideally including HR business partnering for corporate functions, organization effectiveness, talent management, employee relations, and change management in an international or matrix organization.