People Partner Director, SEA

Job Description

• Development of trusted advisor relationship:
• Understand and contribute to business decisions across our business teams in SEA region such as:
• understand business strategy and assist leaders in designing effective organizations and people solutions to meet current and future business needs;
• work closely with business leaders and people managers to identify and deploy impactful people strategies that enable growth, operational excellence, and high performance;
• regularly provide visibility to people initiatives’ outcomes and metrics, organizational, industrial and talent market trends and insights using data analytics and updates of regulatory/statutory changes.
• Proactively meet with and provide counsel to key business leaders.
• Provide appropriate coaching and feedback to business leaders and people managers.
• Develop thorough and demonstrated understanding of area of the business and their talent profiles.
• Provide proactive and timely solutions for employee retention, employee engagement, performance management and employee relations concerns and thorough execution and follow through with actions.
• Demonstrate high level of integrity and professionalism; authenticity in communication; Influencer to champion progressive, best class people practices.
• HR business partnering
• For the various business units, manage the end-to-end delivery of C&W’s HR services for the employee lifecycle including workforce planning, supporting on-boarding, talent acquisition, succession management, leadership development, employee engagement, performance and reward, diversity and inclusion; Facilitate the annual talent and performance management processes; organizational design and development in support of business priorities.
• Work with business leaders and COE teams within HR, to provide a seamless, HR experience for the various business lines in SEA.
• Operationalize the People Strategy for the different business units and implement people related components of business transformation and change programs, driving scalable, efficient, effective and people centric implementation.
• Anticipate and manage risks associated with potential critical talent loss. Take a holistic approach to leveraging and engaging internal talent as well as understanding local markets to help the business leaders attract, retain and grow top talents.
• Promote employee engagement and initiatives that enhance C&W’s Employer Brand Value proposition
• Actively promote diversity, equity and inclusion in all aspects of people and culture.
• Provide advice on market trends, reporting and analytics and ensure all HR requirements are met in collaboration with the wider HR team
• Deliver and ensure adherence to Company’s required training, particularly related to performance management, code of business conduct compliance, health, safety and security, diversity & inclusion.
• Review, establish, implement and communicate policies and compliance initiatives for the various business lines.
• Counsel leaders and the HR team on compliance matters related to local employment laws and culture.
• General Responsibilities
• Advocate and promote C&W’s purpose and values. Together with the business create a culture which is open and connected and which expects the highest standard of behavior and ethical conduct throughout the company. Hold others (employees and peers) accountable for their actions by identifying and acting on behavior which is inconsistent with agreed standards
• Comply with all C&W systems that are in place to meet the health and safety obligations of the organization
• Work safely and avoid placing yourself or anyone else’s health and safety at risk by your acts or omissions
• Comply with C&W’s Environmental policies and adhere to procedures and work instructions that are relevant to your activities
• Operate in a manner that will minimize any adverse environmental impacts associated with your activities
• Understand the Cushman & Wakefield brand and expertise of services delivered to ensure all opportunities to provide a full-service offer to clients is available
• Comply with Cushman & Wakefield delegations’ policy

About You

• At least 8 years of progressive HR experience, preferably more than 5 years in a Business Partner role, with large corporate organizations
• Bachelor’s degree required, degree in human resources, business or psychology preferred.
• Hands on experience translating business requirements into functional solutions with a demonstrated track record of proven HR Generalist skills and/or managing HR projects including planning, delivery and continuous improvement and mobilizing people related components of a change program.
• Knowledge of relevant regulatory environment and applicable employment laws.
• Industry knowledge of Commercial Real Estate, Facility / Property Management experience ideal
• Hands on experience with HR Technology platforms including Workday.
• A capable and confident communicator, with strong personal presence. Ability to communicate effectively at all levels of an organization in an empathetic and inclusive manner to steer towards desired outcomes.
• Strong data, analytical, and proficiency in use of spreadsheets required.
• Strong stakeholder management experience a must

Key Skills & Capabilities

Human Resources Knowledge:

• An understanding of and hands on work experience the full spectrum of HR with a specialization in Business Partnering (experience handling large transition projects a plus);
• Experience in managing broad spectrum of talent profiles-- from semi-skilled, technical workforces to professional experts and managers – in a large corporate environment (>1000 employee headcount);
• Analysis, insights and reporting capability. Ability to translate back-office/operational HR issues into meaningful information for the business.
• Commercial / Financial acumen related to HR management and Business Partnering.
• Expertise in coaching, counselling and influencing a high performing, diverse and inclusive culture.
• Ability to lead and drive change and innovation in HR practices.

Strategic Thinking:

• Understand strategic priorities and governance requirements to identify opportunities and risks, design solutions and implement effective change.
• Ability to assess and determine business needs, formulate development response strategies and then implement those in an appropriate and timely manner.
• Acts in accordance with financial and operational standards.

Organization:

• Strong team leadership, conceptual, analytical, planning and problem-solving skills.
• Good time management and ability to prioritize.
• Ability to drive multiple initiatives simultaneously and effectively manage multiple internal and external stakeholders.
• Project Management, planning and proactive milestone management.
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• Collaboration and Communication
• Collaborating, influencing and developing relationships at all levels of the organization, even in demanding situations.
• Work effectively with all colleagues locally and internationally.
• Establish and maintain excellent relationships.
• Strong appreciation for client relationships and ensuring our people are engaged and retained to meet client needs.

Personal qualities

• Can do attitude & growth mindset. Proactive approach, commercially focused execution skills.
• Tenacity and patience to deal with ambiguity and embraces and adapts quickly to fast paced changes.
• Ability to work well under pressure, balance multiple priorities and produce results.
• Team player. Ability to operate effectively in a matrix environment.
• High level of emotional intelligence to competently engage with and influence people leaders and business
• Strong personal integrity and the capability in dealing with confidential information.
• Strong qualitative, analytical and statistical skills.
• Excellent written, verbal and listening capabilities, critical thinking and problem-solving skills.