Asia People and Culture Leader

Virtusa; Singapore; On-site; SGD 120,000 - 160,000; Full time

Job summary

A leading technology solutions provider is seeking an Asia People & Culture Leader to spearhead the people strategy across diverse markets. This role ensures high performance and compliance while driving organizational transformations, particularly during M&A activities. Candidates should possess a strong background in HR leadership, with a focus on cultural integration and operational effectiveness. The position requires a combination of strategic influence and hands-on execution, particularly in high-growth environments.

Qualifications

• Experience in leading people strategy for diverse markets.
• Proven track record in driving cultural integration post-M&A.
• Deep understanding of employment regulations in multiple jurisdictions.

Responsibilities

• Lead the people agenda for mergers and acquisitions across Asia.
• Partner with leadership on organizational design and workforce strategy.
• Ensure compliance with employment regulations and governance frameworks.

Skills

Organizational capability

Leadership effectiveness

Data-driven strategy

Compliance

Education

Advanced degree in HR or related field

Job description

Job Description - Asia People & Culture Leader (239909)

Job Description

Description

This role leads the people agenda for Asia as a true business operator—shaping organizational capability, governance, and leadership effectiveness across diverse markets at different stages of maturity.

The Asia People & Organization Leader partners directly with the executive team to scale the organization, manage complexity, and build a high-performance culture through disciplined execution, strong compliance, and data-driven people strategy.

This is not a purely functional or advisory role. It is a regional transformation leadership position that combines strategic influence with direct, hands‑on ownership of execution, particularly across growth, restructuring, and M&A integration.

Key Accountabilities

• Executive Business Partnership & Regional Leadership

• Act as the principal people advisor to Asia and global leadership, providing pragmatic recommendations on organizational structure, leadership effectiveness, and workforce strategy.
• Translate business growth, restructuring, and acquisition priorities into integrated people plans across Asia.
• Operate as a core member of the leadership team with direct influence on operating models, productivity, and long‑term scalability.

Organizational Architecture & Workforce Transformation

• Design and personally lead regional organization models that support expansion, integration, and operational efficiency across multiple countries.
• Drive enterprise‑level change initiatives—including restructurings, workforce re‑balancing, leadership localization, and market build‑outs with direct ownership of execution.
• Ensure the right leadership pipeline, succession coverage, and talent architecture for critical roles across the region.

M&A, Integration & Reorganization

• Lead the people agenda for mergers, acquisitions, joint ventures, and business integration across Asia.
• Partner with business, legal, and finance teams on HR due diligence, workforce risk assessment, organizational design, and cost modeling.
• Own post‑merger integration of employees, including rebadging, harmonization of policies, compensation structures, performance frameworks, and leadership alignment.
• Drive cultural integration, retention of key talent, and operational stabilization following transactions.
• Provide hands‑on leadership during high‑impact transitions, ensuring business continuity, compliance, and employee engagement.

Governance, Compliance & Risk Leadership

• Own HR governance for Asia, ensuring rigorous compliance with employment regulations, data privacy, and employee relations frameworks across jurisdictions.
• Personally lead or oversee complex employee matters, investigations, and sensitive cases, particularly in high‑growth, integration, or restructuring environments.
• Establish scalable HR policies and controls that protect the organization while enabling speed and flexibility.
• Build and directly govern performance management, reward, and grading frameworks aligned with business outcomes, cost discipline, and retention of critical talent.
• Lead annual compensation cycles, benchmarking, and incentive design with a strong commercial and analytic lens.
• Drive workforce planning based on productivity metrics, revenue per headcount, and long‑term capability requirements.
• Architect and actively manage the regional HR operating model, including shared services, centers of excellence, and local market delivery.
• Leverage HR technology and analytics to provide real‑time insight into hiring effectiveness, leadership depth, engagement, and retention—and personally intervene where execution gaps exist.
• Continuously optimize HR processes to improve speed, governance, scalability, and employee experience.

Culture, Engagement & Leadership Effectiveness

• Shape a culture that balances high performance, accountability, and inclusion across diverse geographies.
• Lead leadership capability frameworks, talent reviews, and engagement strategies with hands‑on involvement in design, roll‑out, and adoption.
• Serve as a visible role model for disciplined execution, ethical leadership, and cross‑cultural effectiveness.

What Makes This Role Distinct

• Built and scaled HR organizations across multiple Asian markets simultaneously
• Led people strategy during business transformation, restructuring, and acquisitions
• Operated at executive and board‑facing levels while remaining deeply involved in operational delivery
• Owned end‑to‑end M&A people integration, from diligence through post‑close stabilization
• Combined governance and compliance rigor with commercial and executional agility
• Designed and personally driven HR systems, operating models, and process improvements in both high‑growth and complex regulatory environments