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About Asia Strategic Holdings

Asia Strategic Holdings (“Asia Strategic”) is a London-listed investment company (ASIA:LN) with headquarters in Singapore, Ho Chi Minh City and Yangon. As an operator and developer of a fast-growing portfolio of businesses, the company aims at creating opportunities for investors to gain exposure to the world’s final frontier markets: Vietnam and Myanmar.

Asia Strategic employs over 2,500 people operating across three principal sectors that it has focused on thus far: education, hospitality, and business services. It is actively looking into additional industries with potential for growth such as healthcare, retail services and renewable energy.

Position Overview

The Group HR Strategic Head is responsible for leading the delivery of the Shared Services function including oversight for all processes, tools, and metrics that optimize HR services and solutions for our portfolio of companies. This role will establish and refine operational efficiencies and centralize all transactional processing within Human Resources. The Group HR Strategic Head will partner with the Group CHRO and Leadership Team to understand strategic priorities and business needs ensuring service delivery capabilities and solutions are effectively and efficiently leveraged.  

Key Areas of Responsibility:

Core Tasks           

1. Shared Services Management

• Team Leadership: Lead a team of HR Shared Services professionals encompassing Compensation & Benefits, Administration, Talent Acquisition, and Learning & Development. Ensure accurate and timely service delivery while actively seeking performance enhancements.
• Client Alignment & Service Mindset: Serve as a bridge between HR Business Partners (HRBPs) and the HR Shared Service, emphasizing a service mindset to ensure HR services are fully aligned with the unique needs of internal clients.
• Policy Identification and Enhancement: Collaborate with HRBPs to identify policy gaps, enhancements, and updates, ensuring compliance with regulations and best practices.
• Policy Implementation: Lead the implementation of revised and new HR policies, ensuring effective communication, training, and adherence throughout the organization.
• Process Standardization: Standardize HR processes to achieve consistency and compliance across the organization.
• Performance Metrics: Define and monitor a comprehensive set of performance metrics to ensure the effective delivery of services, driving continuous improvement.
• HR Analytics: Develop Data & HR Analytics dashboards that provide essential HR metrics to management, including attrition rates, hiring statistics, and shared service performance metrics, facilitating data-driven decision-making for the business.

1. Talent Acquisition:

• Streamlining Talent Acquisition: Oversee a comprehensive transformation of talent acquisition processes, ensuring they are efficient, transparent, and customer centric. This involves a thorough review of existing workflows and the identification of opportunities for simplification and optimization.
• Establishing SLAs: Develop and establish Service Level Agreement (SLAs) to measure and monitor the effectiveness of our talent acquisition efforts. This includes but is not limited to metrics such as time to hire, quality of hire, diversity hiring ratios, and cost per hire.
• Digitization: Lead the charge in the digitization of our recruitment processes, encompassing everything from sourcing and candidate assessment to onboarding. This digital transformation will not only enhance efficiency but also increase scalability and reach in our talent search efforts
• Data-Driven Decision-Making: Leverage data analytics to derive actionable insights from recruitment metrics. This data-driven approach will allow us to make informed decisions, refine our strategies, and continuously improve our talent acquisition processes.
• Customer-Centric Approach: Foster a culture of delivering an exceptional candidate and client experience at every touchpoint of the recruitment journey. This includes refining communication, providing timely feedback, and ensuring candidates feel valued and informed throughout the process.
• Employer Branding: Collaborate with Marketing team to support and amplify our employer branding initiatives. Develop strategies that highlight our organization as an employer of choice in the talent market.

1. Learning and Development (L&D):

• Monitoring Frameworks: Oversee development and implement monitoring frameworks that align L&D initiatives with the competency development framework.
• Technology Integration: Leverage technology to deliver, track, and measure the effectiveness of training and development programs.
• Continuous Improvement: Identify areas for improvement in L&D processes and content delivery, ensuring alignment with organizational goals and employee development needs.

1. Compensation and Benefits (C&B):

• Technology Enablement: Lead the introduction and optimization of HR Information Systems (HRIS) to streamline C&B processes, including benefits administration, payroll, salary benchmarking, total reward packaging, and compensation planning.
• Launch of New C&B Services: Drive the development and launch of new C&B services, such as salary benchmarking and total reward packaging, to enhance our overall compensation strategy and employee value proposition.
• Compliance and Efficiency: Ensure C&B practices adhere to regulatory standards while identifying opportunities for process efficiencies and cost savings.
• Data Analytics: Implement robust metrics and reporting systems to assess C&B program effectiveness, including the newly launched services, and support data-driven decision-making.

1. Administration Services:

• Enhanced Service Delivery: Optimize administrative services to BUs by improving responsiveness, efficiency, and quality.
• Cost Optimization: Implement strategies to reduce administrative costs while maintaining or enhancing service levels.
• Process Automation: Identify opportunities for process automation and the use of technology to streamline administrative tasks.

     Supplement Tasks            

• Project Management: Proven project management skills, including the ability to lead cross-functional HR projects and initiatives effectively.
• Compliance and Regulations: In-depth knowledge of HR regulations, labor laws, and compliance requirements, with a track record of ensuring HR practices align with legal standards
• Policy Development: Experience in identifying policy gaps, enhancing HR policies, and successfully implementing policy changes within an organization.
• Cost Optimization: Demonstrated ability to optimize HR service delivery costs while maintaining or enhancing service quality.
• Continuous Improvement: A continuous improvement mindset with a commitment to staying updated on HR best practices and industry trends, seeking opportunities to enhance HR operations continually.
• Conflict Resolution: Strong conflict resolution skills and the ability to handle employee relations issues effectively.

The above statements are a snapshot of the duties and responsibilities of the role and are not intended to be an exhaustive list.

Qualification and Experience Required

• Educational Background: A bachelor's degree in Human Resources, Business Administration, or a related field is essential. 
• Proven HR Leadership: Demonstrated experience in HR leadership roles, preferably with a minimum of 5-7 years of experience in HR shared services or a similar function.
• Shared Services Expertise: Strong understanding of HR shared services operations, best practices, and the ability to drive efficiency and excellence within this framework.
• Strategic Orientation: A strategic thinker with the ability to align HR services with overall business objectives, making a direct impact on organizational success.
• Service Mindset: A strong client-service orientation with the ability to build and maintain excellent relationships with internal stakeholders, emphasizing a commitment to providing exceptional HR services.
• Change Management: Demonstrated ability to drive change and manage transitions effectively within HR shared services, promoting a culture of continuous improvement.
• Communication Skills: Excellent communication and interpersonal skills, with the ability to convey complex HR concepts to a diverse audience.
• Data-Driven Decision-Making: Proficiency in using HR data analytics to make informed decisions, assess HR program effectiveness, and drive improvements.
• HR Information Systems (HRIS): Proficiency in using and managing HRIS platforms to streamline HR processes, including talent management, payroll, benefits administration, and reporting.
• Data Analytics and Reporting Tools: Familiarity with data analytics and reporting tools to collect, analyze, and visualize HR data, enabling datadriven decision-making and insights.
• Learning Management Systems (LMS): Experience with LMS platforms for delivering, tracking, and managing training and development programs, ensuring efficient learning processes.