Global Human Resources Manager

• 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.

• 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.

• Support recruitment efforts for local markets, ensuring hiring processes are aligned with their standards and employer brand.

• Develop and manage onboarding programs that enable new hires to integrate quickly and effectively into their culture and ways of working.

• Build talent pipelines and support succession planning for critical roles across expanding markets.

• 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.

• Ensure consistent alignment of their 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.

• 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.

• A bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related discipline is required.

• A master’s degree or professional HR certification such as SHRM or CIPD would be an added advantage.

• Minimum 5 years of experience in Human Resources, with strong exposure to HR Business Partnering, Talent Management, or Organizational Development.

• Prior experience in a regional or international HR capacity, especially across Asia or other expansion markets, is highly preferred.

• Proven track record in compensation design, workforce planning, and performance management within a multi-market setup.

• Experience gained in high-growth startups or within media, technology, or advertising environments would be beneficial.

• Strong capability in organizational design and workforce planning.

• Good understanding of HR practices, labor regulations, and compensation structures across different markets.

• Ability to build practical and scalable people frameworks suitable for lean and early-stage organizations.

• Strong stakeholder management and communication skills, with the ability to influence and work collaboratively across functions and geographies.

• A data-driven mindset in HR decision-making, with confidence in using HR tools and analytics.

• Strong business English communication skills, both spoken and written, are required.

Aloha Consulting Group