The Vice President, People & Governance leads and governs all people-related functions across the Group's global operating markets.
The role is responsible for establishing and institutionalizing a structured People Governance framework, ensuring regulatory compliance, workforce discipline, manpower planning alignment, performance governance, and organizational effectiveness in support of the Group's P&L ownership model.
The VP serves as the executive steward of People Governance across all Business Units
People Governance
- Workforce planning discipline
- HR regulatory compliance
- Performance management framework
- Compensation governance
- Succession planning structure
- HR risk management
- People data governance
Core Responsibilities
1. People Governance & Compliance
- Ensure statutory and labor law compliance across all market
- Maintain standardized employment contracts, policies, and HR documentation
- Develop and maintain Group People Governance framework
- Partner with Finance on payroll controls and statutory reporting
- Support internal and external audit processes related to HR
- Maintain People Risk Register and Compliance Reporting
2. Workforce Planning & Manpower Governance
- Lead annual and quarterly workforce planning cycle in collaboration with C-suite leaders and BU heads
- Consolidate Group headcount plans and manpower forecasts
- Align manpower planning with the Group's P&L ownership model
- Partner with CFO on consolidated manpower budget governance
- Provide quarterly workforce analytics, productivity, and cost reporting
- Drive manpower efficiency and organizational optimization initiatives
3. Performance & Compensation Governance
- Standardized performance appraisal framework across Business Units
- Ensure KPI alignment discipline linked to BU accountability
- Oversee compensation benchmarking and salary band governance
- Ensure structured and transparent bonus allocation framework
- Manage disciplinary and performance improvement processes
4. Organizational Development & Succession
- Lead Group-Level succession planning framework
- Identify leadership bench strength gaps
- Support middle management capability development
- Drive retention strategies for critical roles
- Support organizational restructuring aligned with business evolution
5. HR Infrastructure, Systems & AI Enablement
- Optimize and continuously enhance the Group's Omni HR system across all markets
- Ensure strong HR data governance, audit traceability, and reporting integrity
- Develop standardized workforce analytics dashboards for management review
- Drive automation of HR workflows to improve operational efficiency
- Standardize onboarding and offboarding processes through system-based workflows
- Partner with Finance to align HR data with manpower cost reporting
- Explore and implement AI-enabled tools to enhance HR efficiency, analytics, recruitment screening, and workforce planning
Key Success Indicators
- 100% statutory compliance across markets
- Zero material HR audit findings
- Timely delivery of consolidated manpower planning
- Workforce cost alignment within approved Group budget
- Standardized People Governance framework implemented globally
- Improved retention and leadership bench visibility
- Measurable efficiency improvement through HR automation and AI initiatives
