People & Culture Leader, South East Asia & Pacific

AREAS OF RESPONSIBILITY As the Leader of People & Culture, South-East Asia Pacific, you will have a dual role. On the one hand, you will act as the Head of People & Culture for the SEAP Regional Office, delivering end-to-end People & Culture support to regional leaders and team members. On the other hand, you will provide HRBP support to SEAP hotels, ensuring that hotel People & Culture practices consistently adhere to Radisson Hotel Group's operational standards and strategic goals. People & Culture Leadership & Business Partnering: Leads a team of People & Culture Managers and independently advises corporate and hotel leaders on holistic People & Culture practices. Engages and collaborates with leaders and partners, providing strategic advice and counsel on employee and organisational matters. Anticipates the needs of the business and motivates the team to find solutions that improve the employee experience and advance business objectives. Uses internal and external factors (e.g. new competitors, compensation, team mix and performance) to identify business challenges and set the People & Culture team's priorities for maximum impact. Uses HR data to identify improvement opportunities and develops action-oriented plans for the region. Plans and directs succession planning and other talent managemen t initiatives. Leads annual workforce planning and budgeting for the SEAP Corporate Office, partnering with regional leaders on organisation structures, headcount requirements and job design. Oversees the Corporate Office payroll, making sure it is accurate, on time and compliant with local legislation, in coordination with Finance and payroll providers. Makes sure employee data in the HR system (Workday) is accurate, as the basis for payroll, reporting and workforce planning. Leads the annual Talent Review process for the Corporate Office and SEAP hotel leadership teams: calibrates performance and potential, identifies high-potential talent and agrees development actions. Support performance management process for corporate office and Hotel P&C Leaders: sets development goals, provides development opportunities and holds regular performance discussions. Serves as a mentor and coach to leaders, peers and team members. Monitors completion of Group mandatory programmes and the accuracy of hotel People & Culture reporting. Acts as a change agent, identifying the change management strategies needed (communication, process changes, readiness tools) to implement new initiatives successfully. Advises on budgets, staffing structures for pre-opening hotels and supports pre-opening Task Forces. Organises the annual SEAP HR Workshop for hotel HR leaders. Serves as a leader across the broader People & Culture function. Performs any other reasonable duties as directed by the Vice President, People & Culture. Qualifications Bachelor’s degree in Human Resources, Business Administration, or a related discipline; professional HR certification is an advantage. Senior HR leadership experience, preferably within the hospitality industry, with experience managing HR teams across multiple hotels or business units. Demonstrated ability to translate business needs into practical HR strategies and solutions that enhance employee experience while supporting business performance. Strong knowledge of employment legislation, HR compliance, company policies and HR governance, with experience managing confidential and sensitive employee matters. Proven experience handling complex employee relations cases, including investigations, conflict resolution, disciplinary matters and performance-related issues. Strong understanding of diversity, equity and inclusion, employee engagement, wellbeing and workplace culture, with the ability to create an environment of trust, recognition and high performance. Demonstrated change management capability, including developing communication strategies, stakeholder engagement plans and implementation approaches for organizational and HR initiatives. Strong commercial and business acumen, with the ability to anticipate business challenges, assess internal and external trends and prioritize HR initiatives based on business impact. Experience using HR data, analytics and insights to identify trends, diagnose organizational issues and develop measurable, action-oriented people strategies. Demonstrated ability to act as a coach, mentor and trusted advisor to senior leaders, HR professionals and employees at all levels. Strong leadership presence, interpersonal and influencing skills, with the ability to build relationships and influence stakeholders across corporate and hotel environments. High level of integrity, confidentiality and professionalism, with sound judgement when managing sensitive people and business matters. Learning agility and adaptability, with the ability to navigate a fast-paced, changing hospitality environment and lead the HR function through evolving business priorities. Strong communication skills, both written and verbal, with the ability to communicate complex HR matters clearly and effectively to different stakeholder groups. Strong proficiency in HR systems, Microsoft Office and people analytics tools; experience working with HR technology and data-driven HR practices is preferred. Willingness to travel and support multiple hotel locations, where required.