Job Title
People and Culture People Partner – Cluster Head (Japan, China, Hongkong, Taiwan & Korea)
Summary of the role
As a People and Culture People Partner – Cluster Head for Japan, China, Hongkong, Taiwan & Korea, you will design and implement talent management, employee engagement, and organizational development initiatives.
This role act as a trusted advisor to leadership, uphold ethical standards, address employee grievances, and support recruitment and performance management. Also ensure gender pay equity, connect with employees to enhance productivity, and guide career development. Additionally, this role is responsible for identifying training needs, analyze HR metrics, ensure compliance with laws, and engage with leadership on talent-related issues.
In this role you’ll / Your main responsibilities
Strategic Partnership
- Design and implement initiatives focused on talent management, employee engagement, workforce planning, and organizational development within the group of locations/sites. Some of these initiatives will extend existing global programs, while others will be newly conceived, developed, and executed to address specific organizational needs.
- Function as a trusted advisor to regional/local leadership and management teams, providing strategic insights on talent management and organizational effectiveness
Employee Relations
- Uphold the highest ethical standards while fostering a positive and inclusive workplace environment.
- Serve as a neutral and trusted resource for managers and employees on people issues, encouraging transparent communication and collaboration across all levels.
- Address employee grievances, mediate conflicts, and facilitate timely resolutions to promote a harmonious work environment.
Talent Management
- Support recruitment initiatives by partnering with hiring managers to identify talent requirements, craft job descriptions, and streamline the hiring process for optimal efficiency.
- Implement talent review and succession planning programs to ensure a robust pipeline of promotion-ready candidates.
Performance Management & Salary Review
- Assist in the development and implementation of performance management systems that promote employee growth, enhance performance outcomes, and drive organizational success.
- Coach managers on delivering effective feedback and navigating the performance appraisal process to foster employee development.
- Conduct a comprehensive audit of the goal-setting process to ensure that employee goals align with the organization's high-performance work expectations.
- Actively participate in the salary review cycle to ensure fairness and performance-based differentiation across the organization.
- Advocate for and ensure gender pay equity, as well as internal and market equity, for all career streams and levels within the business units.
- Analyze compensation data to identify any disparities and work collaboratively with leadership to implement adjustments that align with market best practices and organizational direction.
Engagement And Retention
- Regularly connect with all employee groups within their scope to identify issues that need to be addressed, aimed at enhancing employee productivity and satisfaction.
- Collaborate with managers to implement employee engagement initiatives designed to retain top talent, fostering an environment that encourages loyalty and commitment.
Career Management
- Ensure that all employees understand the Job Architecture and the career opportunities available to them within the current organizational structure.
- Collaborate with high-potential candidates who demonstrate the capacity for increased responsibilities, guiding them in the creation and execution of their Individual Development Plans (IDPs).
- Implement coaching and mentoring and other innovative developmental initiatives designed to support high-potential employees in achieving their IDPs, thereby facilitating their professional growth and readiness for future roles.
Training And Development
- Identify organizational training needs and collaborate with Learning & Development teams to design and deliver impactful training programs that enhance employee skills and knowledge.
- Advocate for and promote career development opportunities within the organization to encourage ongoing professional advancement
HR Analytics
- Analyze metrics and trends to generate valuable insights and recommendations for enhancing people practices and driving overall organizational performance.
- Support data-driven decision-making by maintaining accurate employee records and utilizing analytics for informed strategic planning.
Compliance And Policy Development
- Ensure strict compliance with employment laws and regulations, as well as adherence to company policies and procedures.
- Contribute to the creation and dissemination of people policies and best practices to foster a transparent and ethical workplace culture.
Connect With Leadership And Global Functional Managers
- Engage periodically with regional/local leadership and managers to discuss key business and talent-related issues, fostering open communication and collaboration.
- Present a comprehensive overview of the talent landscape to global leaders, clearly articulating specific requests to enhance the talent strategy in responsible locations.
- Maintain regular contact with global business HR and other People & Culture Centers of Excellence (COEs) to ensure alignment and share best practices.
- Communicate expectations, goals and feedback to the group regularly and address concerns or issues proactively.
- Recognize and reward good performance, provide feedback and build a performance driven culture.
- Support and guide team members to ensure they meet their goals & objectives.
Team Leadership & Management
- Communicate expectations, goals and feedback to the group regularly and address concerns or issues proactively.
- Recognize and reward good performance, provide feedback and build a performance driven culture.
- Support and guide team members to ensure they meet their goals & objectives.
About The Ideal Candidate
- Master’s degree in Human Resources, Business Administration, or a related field; Master’s degree or HR certification (e.g., SHRM-CP, PHR) is a plus.
- 15-20 years of experience as a HR generalist within a product organization or similar industry.
- Strong understanding of people practices, employment laws, and regulations of the region/location.
- Excellent interpersonal and communication skills, with the ability to build relationships at all levels of the organization.
- Proven ability to manage multiple priorities and deliver results in a fast-paced environment.
- Analytical mindset with proficiency in HR metrics and reporting.
Application process
The application process is easy and fast. Create manually your candidate profile or uploading your CV/Resumé.
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Diversity & Inclusion
Amadeus aspires to be a leader in Diversity, Equity and Inclusion in the tech industry, enabling every employee to reach their full potential by fostering a culture of belonging and fair treatment, attracting the best talent from all backgrounds, and as a role model for an inclusive employee experience.
Amadeus is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to gender, race, ethnicity, sexual orientation, age, beliefs, disability or any other characteristics protected by law.
