Job Description / Key Responsibilities

1. HR Strategy & Organizational Development

• Formulate and execute mid-to-long-term global HR strategies aligned with the company’s expansion and strategic business goals.
• Conduct organizational diagnostics and lead continuous structural optimization, job architecture redesign, and workflow enhancement to boost agility and organizational efficiency.
• Establish comprehensive OD frameworks, including talent review, succession planning, and leadership pipeline development to support global business scale-up.

2. HR Infrastructure & System Building (0-to-1)

• Build, standardize, and optimize full-function HR operating modules (Talent Acquisition, C&B, Performance Management, L&D, Employee Relations, and HR Compliance) from the ground up.
• Design and implement a robust, goal-oriented performance management framework (e.g., OKRs/KPIs), focusing on performance coaching, objective alignment, and result evaluation.
• Establish learning and executive development programs to ensure a continuous supply of top-tier talent for global operations.

3. Global Executive Talent Acquisition & Mobility

• Drive executive search and senior-level talent acquisition, with a strong focus on sourcing top talent from global SaaS and MNC Tech leaders.
• Oversee global employment compliance and workforce management across key markets, including Singapore, Hong Kong, and the United States.
• Formulate strategic retention and long-term incentive strategies for key personnel to secure business continuity during overseas expansion.

4. Total Rewards & Compensation Strategy

• Design market-competitive Compensation & Benefits (C&B) structures that balance external competitiveness with internal equity.
• Develop innovative total rewards packages, combining fixed/variable pay with Equity Incentive Plans (Stock Options / ESOP) to attract world-class talent.
• Oversee regional HR budgeting, salary reviews, and benefit plan design to optimize labor cost structure and elevate employee satisfaction.

5. Corporate Culture, Employer Branding & Labor Compliance

• Champion an inclusive, people-centric, and global corporate culture that fosters innovation, high engagement, and psychological safety.
• Drive effective employee communication channels and manage complex labor relations across jurisdictions, ensuring 100% statutory compliance and mitigating legal risks.
• Build and promote the company’s global employer brand to attract diverse international talent.

6. HR Leadership & Business Partnership

• Lead, mentor, and elevate the internal HR team to become true strategic business partners to executive stakeholders.
• Partner closely with Product, R&D, Go-To-Market (GTM), and International Business units to deliver tailored HR solutions.
• Leverage workforce analytics and HR data insights to advise the C-Suite on strategic human capital decisions.