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1. Workforce Planning 

• Lead workforce planning across all markets in alignment with the expansion roadmap, ensuring the right talent is in place at the right time. 
• Partner with market leads and senior management to forecast headcount needs and translate business growth into people plans. 
• Design lean organizational structures suited to early-stage market entry, including dual-role and multi-function team models.

2. Compensation, Incentives & Benefits 

• Design and manage salary frameworks, incentive schemes, and benefits structures tailored to each market's regulatory and competitive environment. 
• Conduct regular benchmarking to ensure compensation remains competitive and internally equitable across markets. 
• Collaborate with Finance and local leads to manage compensation budgets and support reward cycle execution.

3. Recruitment & Onboarding 

• Support recruitment efforts for local markets, ensuring hiring processes are aligned with the company's standards and employer brand. 
• Develop and manage onboarding programs that enable new hires to integrate quickly and effectively into  the company's culture and ways of working. 
• Build talent pipelines and support succession planning for critical roles across expanding markets.

4. Performance Management & Organizational Development 

• Drive the design and implementation of performance management frameworks, including goal-setting, reviews, and feedback cycles. 
• Identify organizational capability gaps and lead initiatives to address them through training, development programs, or structural changes. 
• Support leadership development and coaching to strengthen management capability across markets.

5. Culture, Values & Ways of Working 

• Ensure consistent alignment of the company's culture, values, and operational standards across all markets. 
• Act as a culture ambassador — designing initiatives that reinforce shared identity and collaboration in a multicultural, multi-country environment. 
• Facilitate knowledge-sharing and best-practice exchange between teams across different markets.

6. Lean Structure & Early-Stage Market Support 

• Support the deployment of dual-role and lean team structures in markets at early stages of expansion. 
• Provide HR advisory and hands-on support to market leads navigating early-stage people challenges. 
• Develop scalable people frameworks and playbooks that can be replicated as new markets are onboarded.

1. Education 

• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field. 
• Master's degree or relevant HR certification (SHRM, CIPD, etc.) is a plus.

2. Experience & Background 

• At least 5 years of experience in Human Resources, with a focus on HR Business Partnering, Talent Management, or Organizational Development. 
• Experience working in a regional or international HR role, particularly across Asia or other expansion markets, is strongly preferred. 
• Demonstrated experience in compensation design, workforce planning, and performance management in a multi-market environment. 
• Background in fast-growing startups, media, technology, or advertising industries is an advantage.

3. Skills 

• Strong organizational design and workforce planning capabilities.
• Solid knowledge of HR practices, employment regulations, and compensation frameworks across multiple markets. 
• Ability to design practical, scalable people systems suited to lean and early-stage organizations. 
• Excellent stakeholder management and communication skills — able to influence and collaborate across functions and geographies. 
• Data-driven approach to HR decision-making, with comfort using HR analytics and tools.

4. Language

• Business English proficiency in both verbal and written communication (required).