Job Description

As the Asia Pacific Human Resources Manager, you will be the overall designer and driver of the company's talent strategy in the Asia Pacific region (core coverage of Mainland China, Hong Kong, and Singapore). You will need to build a human resources system from scratch that matches the rapid expansion of your business, reporting directly to the Global Chief Operating Officer and serving as a core management team member, deeply involved in business decisions. Your core mission is: to attract top talent, build outstanding teams, and cultivate a supportive culture of innovation and high performance.

Core responsibilities

• Strategy and planning: Develop and implement a comprehensive talent strategy that is highly aligned with the Asia-Pacific region's business objectives; as a business partner, provide regional management with professional insights and decision support on organizational development, talent deployment, and leadership.

• Team building and recruitment: Lead and personally responsible for the core business and technical team (covering R&D, products, transactions, markets, etc.) key position recruitment, especially leadership positions; establish an efficient and professional recruitment process and employer brand, ensure continuous acquisition of top talents in a highly competitive market.

• Organization and culture building: Design and implement a HR operating system suitable for multiple regions (mainland China and Hong Kong, Singapore) , including but not limited to salary and benefits, performance management, employee relations, compliance processes; promote the establishment of a unified, transparent, highly autonomous and highly responsible corporate culture.

• Compliance and risk control: Deeply understand and ensure that human resources practices are fully compliant with the complex labor regulations and supervision in various places (especially Mainland China); manage employment risks and establish emergency response plans.

• Leadership development: Evaluate and enhance the leadership effectiveness of the existing management team, design and implement key talent development and succession plans, and reserve leadership power for long-term business development.