Senior Manager, People Strategy (Talent Lead)

Our Client, a leading global digital transformation consulting company, has engaged us to fill a key growth role within their ASEAN HR function.

About the Client

This exciting MNC (management consultancy) with 20,000 employees and 53 offices in 17 countries has global impact across a diverse client base in 9 key industry areas : Consumer Products, Energy & Commodities, Financial Services, Health, Public Sector, Retail, Telecommunications, Media,  Technology, Transportation and Mobility, and Travel and Hospitality.

By way of an insight into the exciting business solutions it delivers – the company leveraged machine learning and analytics capabilities made available through major cloud providers to develop with a global restaurant chain an analytics platform that generates insights and automates the creation of campaign audiences with a visualization tool. The platform uses customer transaction, registration, loyalty, and offer data to enrich customer profiles with current knowledge about their behaviour and preferences.

Marketing can then apply these insights for precise customer targeting in multi-channel campaigns that result in increased guest count, visit frequency, and basket size. Using artificial intelligence, the platform automates the test and learn process, so the marketing team can more quickly make changes that lead to desired outcomes.

So, machine learning was used to deliver hyper-targeted marketing and a new test-and-learn culture for this well-known restaurant chain looking to satisfy customer cravings with analytics, super-sizing marketing results delivery time by 75%, increasing guest count by 10%, generating a lift in sales by 4%… all with 50% less resources.

About the Role

The Singapore-based ASEAN team is growing and they are looking for an Senior Manager, People Strategy.

Role highlights :

  • Executing ASEAN (Singapore, Malaysia, Thailand) People growth following global strategy (Australian/UK HQs)
  • Strategic Human Resource Management (SHRM) experience in managing complex enterprise scale digital platform delivery and/or management consulting teams preferred
  • Looking for strengths in HR Operations/Execution, with complementary Consultant mindset, Talent Development skills and strong Communication capabilities
  • Reports to APAC MD with dotted lines to UK and Australia senior management team
  • Business Partner to approx. 100 in APAC team; No direct reports
  • Singapore-based role; Only Singapore citizen or PR will be considered
  • Position about to be vacant; Quick decisions will be made for the right candidate

Job Purpose

The Senior Manager, People Strategy (Talent Lead) is accountable for designing and successfully implementing people initiatives to develop, motivate and retain productive and engaged employees to deliver against our organizational strategy.  You will understand how the company embeds capability & capacity into its structure and roles to deliver business outcomes.  You will work with leaders to align the organisation structure, processes and policies to our goals, with the aims of improving efficiency and effectiveness together with superior client and people experiences.

The Talent Lead ensures and clarifies the need for the company’s leaders and people’s adherence to expected behaviours, statutory and regulatory compliance and contribution to our organizational objectives and key results. You will perform as an ethical role model and positively influence managerial integrity and accountability.  The Talent Lead analyses, understands and applies information from dashboards and reporting, both people and financial to contribute to our organisation’s strategic planning and decision-making and effectively manage and deliver the resulting talent and change management initiatives.

The Senior Manager, People Strategy is an empowering leader, creating a positive team environment that promotes coaching, individual development and high-performance standards. You will help to shape the team and create a strong culture through facilitating collaborative coaching to enhance the confidence, effectiveness, performance and working relationships of our individuals to collaborate and deliver exceptional client outcomes.

Key  Responsibilities and Experience

The responsibilities and knowledge, skills and behaviour required for successful performance on the job include :

Talent Management :

• Leads the assessment, selection, integration & ongoing development of People Team members and client group leaders
• Identifies and guides targeted growth planning and development activities
• Supports the build & measurement of our organisational capabilities
• Participates in hiring and talent attraction activities by collaborating closely with relevant Hiring partners

Reward and Recognition :

• Aligns on a compensation approach with relevant leads ahead of the bonus / merit rounds as well as exceptional adjustment / off-cycle initiatives
• Analyses financial and non-financial compensation trends and benchmarks against competitors in partnership with the Comp & Ben team and conducts job evaluations as needed
• Designs a financial and non-financial reward strategy that excites & enables our people to deliver their best and maximise business outcomes

People Operations :

• Assumes shared accountability with People Managers for people outcomes
• Leverages experience and expertise to research innovative solutions, evaluate people needs and proactively develop a strategic response
• Ensures the delivery of high-quality people initiatives and processes throughout the employee life cycle
• Communicates compliance expectations with employees and identifies compliance issues & deficiencies
• Defines solutions to mitigate people risks while supporting the business need

Employee Relations :

• Understands and interprets our internal policies & external employment laws
• Conducts investigations of workplace policy violations
• Performs periodic reviews of our internal policies and stays abreast of any external employment legal changes

Business Acumen :

• Designs a connected people strategy integrating all people aspects to enable positive business outcomes
• Oversees people issues involving a significant legal and financial risk to our company
• Develops a deep understanding of the market, competitive position of the company, nature of our business and emerging trends
• Compares and combines financial and people information to identify underlying issues and propose solutions

Organisational Design & Development :

• Understands the business processes, workflows, roles and responsibilities
• Creates design framework and principles based on business direction

• Designs organisational structure and manages the transition from the old structure to the new
• Helps leaders define roles and accountabilities in order to clarify expectations and career paths
• Supports capability and capacity planning in partnership with relevant People teams

Coaching and Facilitating :

• Provides ongoing coaching on organisational effectiveness to senior leaders and teams
• Identifies people process & policy gaps and actively drives major policy development / modifications of significant complexity
• Demonstrates excellent executive level verbal, written, facilitation and presentation skills

Stakeholder Management :

• Collaborates and seeks information openly, accommodates diverse perspectives
• Influences others without authority and drives others to converge with respect
• Consults effectively and resolves conflicts by being able to negotiate and bring others to agree to a point of view and move ahead of conflicts
• Drives accountability for self & others and delivers results through partnering towards shared goals
• Is known as a trusted advisor who is respected, listened to and provides fresh thinking & insights
• Creates a balance between people champion and business priorities
• Is proactive, has a point of view, challenges assumptions and takes a stand where required
• Demonstrates visible integrity, care & compassion

Change Management :

• Understands change frameworks/ models and the imperative for change/improvements
• Triggers & helps facilitate change end to end
• Builds business plan to orchestrate & manage change programmes
• Manages change as part of “business as usual”

Leadership :

• Manages performance and relationships across teams as well as with clients and partners
• Develops high performing teams and contributes towards building organisational capability
• Develops other leaders who can manage teams, train and coach
• Resolves conflict with stakeholders
• Fosters corporate Culture and Core Values

Experience & Education :

• 7+ years of Strategic Human Resource Management (SHRM) experience in managing complex enterprise scale digital platform delivery and/or management consulting teams

• Previous strategic and consulting focused management with C-level stakeholders is highly advantageous
• Bachelor’s Degree, Master’s degree or MBA preferred

Hong Kong

Copyright © 2021 - Hartwell Buck

Website design and hosting by S² Web Solutions