HR Business Partner - AMEA

Job description

HR Business Partner – Asia, Middle East & Africa (AMEA) Location HO, Bangkok, Thailand Reporting Line Head of HR, CPET Position Summary The HR Business Partner (HRBP) for the AMEA region is a strategic and hands-on HR leader responsible for partnering closely with regional management and local leadership teams across Asia, the Middle East, and Africa. Operating within a dynamic manufacturing environment, this role combines strategic business partnership with operational HR execution, ensuring effective support across the full employee lifecycle. The HRBP will drive and support key areas including organizational development, talent management, compensation & benefits, workforce planning, employee relations, performance management, and HR transformation initiatives. The role requires a pragmatic, business-oriented professional capable of balancing strategic initiatives with day-to-day operational support to regional and site stakeholders in a complex, multicultural, and fast-paced organization. Key Responsibilities Strategic HR Partnership Act as a trusted advisor to regional and local leadership teams on organizational, people, and business matters. Align HR priorities with business objectives to support growth, operational excellence, and organizational effectiveness. Support business transformation, restructuring, organizational redesign, and change management initiatives. Provide hands-on HR support and guidance to managers on operational and strategic topics. Talent Management & Organizational Development Lead talent review and succession planning processes across the region. Identify high-potential talent and support leadership development initiatives. Partner with managers to build organizational capabilities and strengthen workforce effectiveness. Support performance management processes, calibration sessions, and development planning. Drive employee engagement initiatives and action plans. Compensation & Benefits Support annual salary review, bonus processes, and promotion cycles in partnership with the Compensation & Benefits team. Provide guidance on compensation structures, internal equity, retention strategies, and reward practices. Participate in benchmarking and market competitiveness reviews. Support manpower cost management and workforce budgeting activities. Employee Relations & HR Operations Advise managers and employees on employee relations matters, disciplinary actions, investigations, and conflict resolution. Ensure compliance with local labor laws, internal policies, and HR governance standards across AMEA countries. Support and coordinate HR operational activities with local HR teams and shared service functions. Monitor HR metrics and KPIs to support data-driven decision making. Workforce Planning & Recruitment Partner with business leaders on workforce planning and organizational staffing needs. Support recruitment activities for key and critical positions. Contribute to workforce optimization and productivity improvement initiatives. HR Transformation & Continuous Improvement Support HR digitalization and process improvement initiatives. Drive simplification, standardization, and automation of HR processes where applicable. Act as a change agent to support implementation of regional and global HR initiatives. Qualifications & Experience Education Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field. Master’s degree and/or HR certification is an advantage. Experience 8–12 years of progressive HR experience, including strong HR Business Partnering exposure. Experience within a multinational manufacturing, industrial, engineering, or FMCG environment is strongly preferred. Proven experience managing both strategic and operational HR topics. Exposure to Compensation & Benefits, Talent Management, and organizational development practices. Experience supporting multicultural teams across multiple countries within AMEA. Technical Skills Strong knowledge of HR best practices and international labor legislation. Experience in talent management, compensation & benefits, employee relations, and organizational design. Strong analytical and problem-solving capabilities. Familiarity with HRIS systems and digital HR tools. Advanced proficiency in Microsoft Office applications. Behavioral Competencies Strong business acumen and strategic mindset. Hands-on, pragmatic, and execution-oriented approach. Excellent stakeholder management and influencing skills. Strong communication and interpersonal capabilities. Ability to operate effectively in a matrix organization and multicultural environment. High level of adaptability, resilience, and ownership. Compliance and employee relations outcomes Compensation and manpower cost management Travel Requirements Regional travel required (approximately 10–30%).