Job Description

The HR Manager will lead end-to-end HR partnership for the Data Centre (DC) business and play a key role in AGP Group-wide HR transformation initiatives. This role is designed for a seasoned HR leader with strong organisational design capability, multi-country HR generalist experience, and a proven track record in HR systems and framework implementation, supporting scale across geographies.

Responsibilities

1. End-to-End HR Operations - Data Centre (Hands-On Ownership)

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Own and deliver the full end-to-end employee lifecycle for the Data Centre business across multiple jurisdictions, including workforce planning, recruitment, onboarding, performance management (goal setting, reviews, outcomes), employee relations, learning and development, rewards and benefits, payroll, and offboarding

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Lead the design, execution, and continuous improvement of performance management processes to support accountability, capability development, and business outcomes

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Manage payroll operations for both direct employees and Employer-of-Record (EOR) arrangements, ensuring accuracy, timeliness, and compliance with statutory, tax, and reporting requirements

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Ensure full compliance with local labour laws, employment regulations, and market practices across all operating countries, proactively managing employment risk

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Personally execute and manage core HR processes in a lean, high-growth environment, demonstrating strong operational discipline, attention to detail, and hands-on problem-solving

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Act as the single point of accountability for all people-related matters within the Data Centre business, providing pragmatic, responsive HR support to leaders and employees across countries

2. Immediate key projects

Data Centre (DC / DDC)

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DC Talent Acquisition Plan

Develop a comprehensive talent acquisition strategy covering tooling, scalable and efficient hiring processes, cost-effective search models, and vendor optimisation to support rapid DC growth

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DC HR Systems Transformation Proposal

Lead the design of an HR systems transformation proposal, including assessment of current-state processes, future-state requirements, system selection, implementation roadmap, and cost-benefit analysis

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DC Mid-Term Incentive (MTI) and Long-Term Incentive Plan (LTIP)

MTI: Review and refine mid-term incentive plan terms and conditions, ensuring clear alignment with business objectives and that performance triggers, eligibility, and payout mechanics are clear, concise, and unambiguous for both employees and the company

Re-issue or update incentive documentation and contracts where required, ensuring accuracy, compliance, and proper employee communication

LTIP: Support the rollout and ongoing administration of the LTIP, including coordination with Finance, Legal, and external advisors as needed

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DC Job Levels and Banding Framework

Design and implement a clear job architecture and job banding framework to support role clarity, internal equity, career progression, and scalable growth across countries

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Transition from EOR to Direct Employment - Japan

Lead the end-to-end transition of the Japan team from EOR to a direct employing entity, including entity readiness, employment documentation, payroll setup, compliance, and employee transition management

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Transition from EOR to Direct Employment - India

Lead the end-to-end transition of the India team from EOR to a direct employing entity, ensuring compliance, operational readiness, and minimal business disruption

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Transition from EOR to Direct Employment - USA

Lead the end-to-end transition of the India team from EOR to a direct employing entity, ensuring compliance, operational readiness, and minimal business disruption.