Role Overview

Within the WB APAC HR organisation, the role of a Regional HR Business Partner (HRBP) is to enable the delivery of the Functional and APAC People Strategythrough strong partnerships with Regional Business Heads and close collaboration with Global HRBPs, APAC Country HR, the HR Communities of Expertise (CoEs) and People Services.

The Regional HRBP provides a blend of strategic insights and hands-on expertise, steering a broad range of topics - including change and organizational design, employee relations, talent development, succession planning and performance management - while translating strategic priorities into a cohesive and actionable people plan. As a trusted advisor, the Regional HRBP builds strong relationships with key stakeholders within their area of coverage and plays a pivotal role in supporting the APAC strategy by building leadership capability, and driving culture and engagement outcomes.

The Regional HRBP works closely with colleagues in country to ensure alignment between regional strategy and local execution - providing guidance and sharing best practice while also listening to local needs and nuances.

The Regional HRBP also acts as the single point of contact (SPOC) for specific areas of the HR agenda such as employee engagement (OHI), talent, wellbeing, or other strategic people priorities.

There may also be a dual responsibility as country Head of HR, or functional leadership of domains such as Employee Relations or Diversity & Inclusion.

Key Responsibilities

• Partner with business leaders to design and implement people plans that enable the successful execution of their business strategy.

• Influence and coach senior stakeholders within area of coverage, to strengthen leadership impact, drive cultural alignment and support business outcomes.

• Act as a strategic advisor and sparring partner to regional heads and their MTs - providing HR support, challenge and insight on complex people issues, involving all relevant stakeholders.

• Execute and advise on key annual HR processes - such as performance and talent reviews, succession planning, OHI, promotion and compensation cycles.

• Develop organizational capability and leadership succession plans that anticipate evolving business and leadership needs.

• Act as a change agent, driving the people elements of transformation and fostering a culture that supports continuous change.

• Leverage workforce data and analytics to generate insights and optimize people related decision making.

• Collaborate with country HR to ensure consistent execution of the people strategy, including driving business transformation initiatives.

• Work closely with global HRBPs on select global processes to ensure alignment, consistency, and knowledge sharing across regions.

• Seek to understand external market and talent trends to bring relevant outside-in perspectives.

• Involvement in Global or APAC projects as required.

Profile

• Commercially astute, with the ability to see the big picture, challenge the status quo, and contribute to the business strategy through a people lens.
• Proven success operating in complex, international, matrix-led organization, with the ability to navigate ambiguity and drive alignment across diverse stakeholders.
• 10-15 years of HRBP experience, ideally within financial services, with broad-based HR knowledge across the employee lifecycle.
• Demonstrated ability to coach and influence senior leaders, underpinned by strong interpersonal, communication and collaboration skills.
• Strategic thinker with a strong change agent mindset, able to translate business strategy into measurable people outcomes.
• Sound understanding of employee relations principles, policies and regulations, with a strong risk and compliance mindset.
• Growth-oriented with strong consultation skills to understand business needs and shape impactful people solutions.
• Comfortable working with data and analytics, with an affinity for numbers and a solid grasp of how insights support decision-making and shape the people agenda.