Global HR Director

cloudsway pte. ltd.; Singapore; Sur place; SGD 180 000 - 340 000; Plein temps

Résumé du poste

cloudsway pte. ltd. seeks a Senior HR leader to shape global HR strategy and organizational development as the company expands across markets. You will design scalable OD frameworks, drive leadership succession, and build talent pipelines for rapid growth.

In this role you will oversee executive recruitment, total rewards, mobility, and compliance across multiple jurisdictions, partnering with Product, R&D and GTM teams to deliver strategic HR solutions and measurable business impact.

Qualifications

• Strategic HR leadership across global markets.
• Experience building scalable OD programs and talent pipelines.
• Expertise in executive recruitment, compensation strategy and compliance.

Responsabilités

• Formulate and execute mid-to-long-term global HR strategies aligned with expansion and strategic business goals.
• Lead organizational diagnostics and redesign to boost agility and efficiency; establish talent reviews and succession plans.
• Drive executive talent acquisition and mobility across key markets including Singapore, HK and the US.
• Design market-competitive C&B structures and equity plans to attract top talent.
• Champion corporate culture, employer branding and labor compliance across jurisdictions.
• Lead HR leadership and partner with Product, R&D, GTM and International units to deliver tailored HR solutions.

Connaissances

HR strategy

Organizational development

OD frameworks

Talent review

Succession planning

Leadership pipeline

Executive search

Global mobility

C&B design

Performance management

Learning & development

Employee relations

HR compliance

Employer branding

HR analytics

Business partnership

Budgeting & cost control

Description du poste

Job Description / Key Responsibilities

1. HR Strategy & Organizational Development

• Formulate and execute mid-to-long-term global HR strategies aligned with the company’s expansion and strategic business goals.
• Conduct organizational diagnostics and lead continuous structural optimization, job architecture redesign, and workflow enhancement to boost agility and organizational efficiency.
• Establish comprehensive OD frameworks, including talent review, succession planning, and leadership pipeline development to support global business scale-up.

2. HR Infrastructure & System Building (0-to-1)

• Build, standardize, and optimize full-function HR operating modules (Talent Acquisition, C&B, Performance Management, L&D, Employee Relations, and HR Compliance) from the ground up.
• Design and implement a robust, goal-oriented performance management framework (e.g., OKRs/KPIs), focusing on performance coaching, objective alignment, and result evaluation.
• Establish learning and executive development programs to ensure a continuous supply of top-tier talent for global operations.

3. Global Executive Talent Acquisition & Mobility

• Drive executive search and senior-level talent acquisition, with a strong focus on sourcing top talent from global SaaS and MNC Tech leaders.
• Oversee global employment compliance and workforce management across key markets, including Singapore, Hong Kong, and the United States.
• Formulate strategic retention and long-term incentive strategies for key personnel to secure business continuity during overseas expansion.

4. Total Rewards & Compensation Strategy

• Design market-competitive Compensation & Benefits (C&B) structures that balance external competitiveness with internal equity.
• Develop innovative total rewards packages, combining fixed/variable pay with Equity Incentive Plans (Stock Options / ESOP) to attract world-class talent.
• Oversee regional HR budgeting, salary reviews, and benefit plan design to optimize labor cost structure and elevate employee satisfaction.

5. Corporate Culture, Employer Branding & Labor Compliance

• Champion an inclusive, people-centric, and global corporate culture that fosters innovation, high engagement, and psychological safety.
• Drive effective employee communication channels and manage complex labor relations across jurisdictions, ensuring 100% statutory compliance and mitigating legal risks.
• Build and promote the company’s global employer brand to attract diverse international talent.

6. HR Leadership & Business Partnership

• Lead, mentor, and elevate the internal HR team to become true strategic business partners to executive stakeholders.
• Partner closely with Product, R&D, Go-To-Market (GTM), and International Business units to deliver tailored HR solutions.
• Leverage workforce analytics and HR data insights to advise the C-Suite on strategic human capital decisions.