PURPOSE & OVERALL RELEVANCE FOR THE ORGANIZATION : 

Provide strategic HR leadership and business partnering to ensure people managers and employees receive high-value, consistent and forward-looking HR support. Partner with business leadership to translate business priorities into people, organization and workforce actions that strengthen performance, capability, culture, and employee experience.

KEY RESPONSIBILITIES : 
1. Strategic Business & Workforce Partnership
Act as a trusted HR partner to business leaders, providing practical and strategic advice on people, organization and workforce priorities.
Translate business strategy into workforce plans covering organizational shape, capability, cost, succession and future talent needs.
Build strong relationships with stakeholders so that business needs are reflected in HR initiatives, and HR standards are understood and consistently applied.
Guide leaders in taking a future-oriented approach to workforce decisions by anticipating evolving capability and talent needs, assessing emerging people risks and opportunities, and shaping proactive actions that build organizational readiness and resilience.

2. Organization, Talent & Performance
Partner with people managers to strengthen organization design, role clarity, team effectiveness and productivity.
Guide performance management, career development, succession planning and critical-people actions.
Identify capability gaps and collaborate with Talent and other HR CoE teams to develop relevant solutions.
Partner with Talent Acquisition on inclusive recruitment strategies and hiring decisions for the assigned scope.

3. Culture & Change
Advise people managers on organizational, people, employee-relations and change-related matters, applying sound judgment and appropriate escalation.
Champion culture and employee experience initiatives by translating Employee Listening Survey insights into prioritized action plans with leaders, driving follow-through, and monitoring progress across employee engagement, wellbeing, inclusion and performance culture.

4. HR Operational Excellence & Governance
Recommend, implement and maintain HR guidelines, policies and processes to ensure consistent employment practices and alignment with relevant HR functions.
Oversee and validate key annual people cycles, including performance review, talent review, Korean title review, promotion.
Partner with GBS HR Operations to ensure accurate and timely employee, position and organization data in SAP, SAC and related systems.
Manage HR projects and cross-functional initiatives with clear planning, governance, stakeholder alignment and delivery discipline.

5. People Data & Insights
Use people data and analytics to identify trends, risks and opportunities and convert insights into practical workforce and employee-experience actions.
Develop and monitor relevant people KPIs and present concise, decision-oriented insights to people leaders.
Use digital and AI-enabled tools responsibly to improve analysis, scenario preparation, recurring reporting and cycle administration, while retaining human accountability for decisions.

KEY RELATIONSHIPS : 
People managers within the assigned scope
Korea HR team, including Centers of Excellence
GBS HR Operations
Global and regional HR stakeholders
Finance, Legal and other relevant functions
External labor attorneys and authorities, as required

KNOWLEDGE, SKILLS & ABILITIES : 
Strategic thinking with strong business and organizational acumen
Credible leadership consulting, coaching and influencing skills
Strong knowledge of Korean labor law and relevant market practices
Sound judgment in employee relations, change and confidential matters
Strong analytical capability and ability to turn people data into decisions
Effective project leadership, planning and cross-functional collaboration
Clear written and verbal communication in Korean and English
Self-directed, well-organized and comfortable operating in a matrix environment

REQUISITE EDUCATION & EXPERIENCE : 
University degree or equivalent; a focus in Human Resources, Business or a related discipline is preferred
Minimum 10+ years of progressive HR experience, preferably in an international organization
Demonstrated HR business partnering experience supporting senior leaders and complex stakeholder groups
Experience in organization design, workforce planning, talent, performance, employee relations and change
Project management experience preferred
Fluency in English and Korean, written and spoken