Employer: Regional investment firm (Confidential) Line Management: Chief Operating Officer/Managing Director(s) Role Summary The VP of People & Talent is a dynamic and influential role that combines strategic leadership with hands-on operational expertise. This position oversees all aspects of people-related operations, human capital, HR administration, and organizational performance across the investment business of all Partners, their group entities, and portfolio companies. As both a strategic leader and senior executive, the VP of People & Talent is responsible for shaping and executing people strategies that drive business growth, cultural alignment, and value creation. This includes designing and implementing policies, frameworks, and talent programs that enhance productivity, strengthen leadership pipelines, and foster high-performing, inclusive cultures across diverse regional markets. The role requires a forward-thinking leader who can navigate cross-cultural, multi-jurisdictional contexts (including Malaysia, Vietnam, Pakistan, Philippines, Indonesia, and Singapore), while building alignment between investment priorities and talent needs. A key part of the role involves advising portfolio companies, acting as a trusted partner in talent acquisition, organizational design, and leadership development initiatives. Collaboration with the Partners, Chief Operating Officers, Heads of People & Culture, and senior management is essential. The VP of People & Talent serves as both a functional leader and a key business partner, ensuring the seamless integration of people strategies into overall business objectives. Key Responsibilities 1. Strategic HR Partnership & Executive Leadership Advise C-level executives and Partners on organizational planning, talent strategy, and workforce effectiveness. Translate business and investment strategies into actionable people and talent initiatives that drive scalability and performance. Act as an executive coach to senior leaders, supporting leadership development, team alignment, and succession planning. Partner with portfolio companies to develop tailored HR solutions that strengthen their organizational value and growth potential. 2. Organizational Design, Workforce Planning & Talent Development Lead organizational design, headcount planning, and capability mapping in collaboration with Finance and leadership teams. Drive talent acquisition, succession planning, and leadership development programs that build robust internal pipelines. Design and implement performance management systems, productivity frameworks, and metrics dashboards to ensure workforce health and alignment. Provide strategic guidance during growth, transformation, or restructuring phases. 3. HR Operations, Payroll & Policy Governance Oversee core HR processes, including onboarding, offboarding, benefits, contracts, and compliance. Manage and stabilize payroll processing across multiple regional offices, ensuring timeliness, accuracy, and audit-readiness. Act as the HR policy gatekeeper, ensuring policies remain current, compliant, and consistent across jurisdictions. Collaborate with regional teams to deliver HR initiatives, performance reviews, engagement programs, and continuous process improvements. Serve as a central HR liaison across portfolio companies to align policies and practices. 4. Employee Experience, Culture & Engagement Champion a strong culture of innovation, inclusion, and employee engagement that supports retention and organizational growth. Design and implement employee engagement strategies informed by feedback and business maturity. Serve as a senior escalation point for sensitive HR matters, including employee relations and compliance investigations. 5. Change Management & Transformation Lead organizational change initiatives, including culture transformation, restructuring, or scaling operations. Drive HR digitalization, modern workforce solutions, and process automation to improve efficiency. Act as a trusted advisor during high-impact situations (e.g., disputes, crisis management, or major business transitions). Experience & Expertise 10+years of progressive HR leadership, with at least 3-5 years in a senior HR or VP-level role. Proven success in regional or cross-border HR environments, particularly in Asia, with an emphasis on cultural fluency and multilingual stakeholder engagement Background in investment firms, private equity, high-growth tech companies, or complex multi-entity organizations preferred. Track record in executive coaching, organizational design, and leadership development. Familiarity with local labor laws across Southeast Asia and South Asia, with added value placed on experience navigating HR dynamics in culturally diverse, Mandarin/Cantonese-speaking environments. Experience in managing challenging organization change and people related crisis (e.g. workforce layoffs, policy disputes, organizational restructurings). Skills & Attributes Strategic HR mindset with operational agility and strong execution skills. Exceptional communication, stakeholder management, and negotiation abilities at executive and Partner levels, especially across Chinese/Cantonese-speaking business contexts. Expertise in HR metrics, workforce diagnostics, and performance analytics. Culturally aware, adaptable, and highly self-directed. Strong problem-solving, decision-making, and crisis management skills. Qualifications Bachelor's degree in human resources, Business Administration, or a related field (Master's or MBA preferred). Professional HR certifications (e.g., CIPD, SHRM, HRCI) are an added advantage. Proficiency in Mandarin/Cantonese is strongly preferred to facilitate effective collaboration with regional stakeholders and internal teams. Show more Show less