The Regional People & Culture Business Partner supports regional business functions across multiple markets by aligning people strategies with business priorities. This role works closely with regional leadership and country HR teams to drive workforce planning, talent development, organizational effectiveness, and consistent People & Culture practices across the region.

• Act as the People & Culture Business Partner supporting regional functions and country leadership across multiple markets.
• Partner with regional leaders to understand business priorities and translate them into regional people strategies including workforce planning, organization design, and capability building.
• Provide insights on organization structure, manpower productivity, and talent allocation across markets while ensuring alignment between regional direction and country-level execution.

• Partner with regional leaders and country HR teams to drive consistent performance management practices, including goal setting, calibration, and talent reviews.
• Support job grading and benchmarking with the Regional Compensation & Benefits team.
• Identify high-potential talent across markets and collaborate with Talent Management & Development to build succession pipelines and development plans.
• Promote internal mobility and cross-market talent movement.

• Drive employee engagement initiatives aligned with ZUS Zealous values across markets while ensuring cultural relevance locally.
• Partner with Regional People & Culture and country HR teams to strengthen organizational culture, leadership capability, and retention initiatives.
• Provide guidance to leaders on employee relations and engagement matters together with PMIR team, while embedding Diversity, Equity & Inclusion (DEI) practices across initiatives.

• Manager regional alignment of People & Culture policies, frameworks, and governance while ensuring compliance with country labour laws and internal policies.
• Work with country HR teams to ensure effective HR operations and provide guidance on employee relations and grievance management where required.

• Lead or contribute to regional People & Culture initiatives, frameworks, and transformation projects across markets.
• Support the development of regional HR policies, governance, and best practices.
• Provide guidance to country HR teams or junior HR personnel and strengthen cross-country collaboration.