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Director, People Partner


Job Type

Full Time, Permanent

Work Mode


Job description

Connect people to strategy

  • Set strategic vision with the executive for the global function.

  • Set organizational talent vision and strategies that drive best in class hiring, team member development, retention, rewards and empower top talent.

  • Advise on the of talent levers to enable and advance the function’s strategic goals.

  • Translate functional strategy into people strategy, and understand implications.

  • Drive HR strategies and solutions that deliver business results at the functional level.

  • Use data to anticipate trends and interpret impact on business and people strategies, recommend actions.

  • Act as the conscience of the function.

  • Champion and lead change initiatives, the company values, and culture efforts.

Take action and drive business results

  • Define specific initiatives to achieve people strategies.

  • Prioritize high value activities and build process to reduce low value tasks.

  • Navigate the function to influence decisions and actions outside of the HR business function.

  • Set metrics and influence stretch goals for the function.

  • Adjust approach rapidly in the face of new information or changing environment.

  • Challenge executive decisions/direction when necessary.

Continuously lead advancement of culture, engagement, and diversity and inclusion

  • Define clear success measures and metrics in line with business goals.

  • Influence leaders to prioritize and drive culture, engagement, and diversity and inclusion initiatives and in actions with teams.

  • Partner with leadership to set plans, goals and measure progress.

  • Promote diversity and inclusion.

Define and drive organizational communication strategy

  • Communicate the people vision and results at the functional level.

  • Communicate HR and organization change initiatives.

  • Connect and explain the correlations between business initiatives and people driven results inside the organization, with partners and at the enterprise level.

Other main responsibilities

  • Organizational planning/Talent Pipeline (M4+, HiPO and Key Talent).

  • Strategic workforce planning, including; Global footprint optimization/refresh; people movement (acquisitions, divestitures, site closures, RIFs).

  • Organization design, transition change management.

  • Diversity and inclusion strategy.

  • People strategy aligned to org strategy

  • Active participation in Exec Staff meetings - Exec Staff meetings, offsite planning, development.

  • Mentoring, influencing, counseling.

  • HR project/program design and customer input.

  • Talent Reviews, including; Base pay, stock, IPP reviews & executive compensation.

  • Partnering with ER on investigation of high-profile cases.

  • Partnering with executive and staff to develop action planning for Engage.

  • Recruiting—M4+ job descriptions and manage approval process.

  • Influence with HR analytics and presentation of metrics leading to discussion and informed decisions.

  • Promote culture and collaboration.


  • Eye for business, understanding of how the industry, our competition and the Company make money.

  • Ability to anticipate trends and interpret their impact on business and people strategy.

  • Ability to understand data and determine trends and broader direction.

  • Ability to use people levers to enable and advance Company and functional strategies.

  • Solid understanding of HR functions and programs and how they affect business success.

  • Ability to coach and influence executives for high impact effectiveness and business results.

  • Excellent analytical, conceptual and strategic skills.

  • Proven ability to deliver results in a fast-paced environment, resourcefully innovate and adapt in a rapidly changing ambiguous environment.

  • Excellent interpersonal skills with proven ability to effectively interact with and influence all organizational levels, including the executive level.

  • Ability to drive enterprise/cross functional communications and change management.

  • Ability to build strong, trusting relationships.

  • Excellent organizational and time management skills.

  • Experience in Global HR Business Partnering with executives.

  • Bachelor’s degree in Human Resources Management or Business Administration.


The above information on this description has been designed to indicate the general nature, and level, of the work performed by this position. It is not designed to contain, or be interpreted, as a comprehensive inventory of all duties, responsibilities and qualifications required.

We invite interested candidates to write-in with CV and regret that only shortlisted candidates will be contacted for a discussion.

Lee Shiow Chyn

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