Lead Region Mobility Partner

BRIDGESTONE ASIA PACIFIC PTE. LTD.; Singapore; On-site; SGD 80,000 - 110,000; Full time

Job summary

An international mobility management firm in Singapore is seeking a seasoned professional to oversee their talent mobility agenda across the Asia Pacific region. The ideal candidate will have over 10 years of experience in HR or talent mobility management, with a strong focus on succession planning and leadership development. Proficiency in Japanese and English is mandatory. This role involves managing employee mobility processes, ensuring compliance with immigration and tax regulations, and serving as a strategic partner to business leaders. The company offers competitive compensation and develops its mobility policies to meet evolving business needs.

Qualifications

• At least 10+ years of progressive HR or talent mobility management experience.
• Minimum of 5 years in a mobility management or business partnering role.
• Solid experience managing external vendors and cross-functional teams.

Responsibilities

• Manage end-to-end employee mobility processes, including relocations and international assignments.
• Develop and maintain mobility policies and ensure compliance.
• Partner with Global and in-country HR operations to manage mobility processes.

Skills

Influencing Skills

Talent Management

Forecasting

Workforce Analytics

Employment-based Immigration

Workforce Planning

Tax

Business Partnering

Relocation

Payroll

Expatriate Tax

Employment Law Compliance

Advising Clients

Analytics

Tax Compliance

Communication Skills

Benchmarking

Global Mobility

Performance Management

Japanese

Education

Bachelor’s degree in Human Resources or Business Administration

Professional certification in Total Rewards or Human Capital Management

Job description

Roles & Responsibilities

The role shapes the organization’s mobility related talent agenda across markets and functions. It partners closely with senior business leaders, HR Centers of Excellence (COEs), regional HR teams, Finance and Tax to drive integrated talent strategies — covering succession planning, leadership development with internal mobility, and workforce transitions. It ensures the company attracts, retains, and develops talent while enabling agile deployment of capabilities across geographies and functions to meet evolving business priorities, including planning and implementing talent programs with HR in-country operations such as Genba 100-day challenge or similar mobility programs to nurture talent.

The position is responsible for managing end-to-end employee mobility processes, including relocations, international assignments, transfers, immigration, and compliance. It collaborates with GC HR, regional centers of excellence, payroll, finance, and external vendors to ensure a seamless mobility experience across the Asia Pacific region. It provides leadership in developing proposals and reviewing the design of mobility-related programs, such as expatriate policies and assignment reward packages.

This role is also responsible for reviewing housing rates, managing tax equalization, coordinating benefits, handling immigration-related matters, processing relocation expense reimbursements, and overseeing expatriate payroll and invoices. The incumbent is additionally expected to engage with leaders on matters related to international assignments.

Key Responsibilities:

• Mobility Policy & Governance
  • Develop, update and maintain mobility policy to ensure relevance, competitiveness, compliance legal, tax, payroll, and immigration requirements in line with business needs.
  • Participate in market benchmarking to ensure competitiveness of region’s policy & framework.
  • Ensure policies are clear and adhered to.
  • Implement new processes, standards or operational plans that will impact the achievement of functional results.
  • Provide guidance to HR, managers, and assignees on the appropriate application of mobility policies, offer expert recommendations on exceptions, escalations, and policy deviations. Ensure consistent interpretation of policies across regions and business units.
  • Monitor regulatory changes affecting international assignments, relocations, and transfers.
  • Enable cross-border and cross-business moves to strengthen capability building and retention.
  • Advocate for a culture of internal mobility, transparency and career progression across the organization.
• International Assignment Workforce Planning and Talent Management
  • Serve as the primary anchor to COE, business leaders and local HR heads in aligning talent strategies with organizational goals and workforce needs.
  • Lead, guide and manage international assignees forecast of headcount requirements and forecast planning with business heads (buy, borrow or develop).
  • Lead the end-to-end mobility process including assignment initiation, cost projection, relocation coordination, onboarding, tax and immigration compliance, and repatriation.
  • Oversee relationships with external vendors (tax, relocation, immigration providers) and ensure service quality, compliance, and value for money.
  • Manage and support the regional quarterly forecast planning and ensure operational excellence in executing the decisions for assignees in a timely manner with effective local transition management in place for key positions.
  • Support overall regional workforce planning and headcount requirements by interfacing with respective businesses.
  • Partner with in-country HR Operations to ensure accurate payroll delivery, compensation splits, and tax equalization for assignees.
• Relocation Support
  • Partner with Global and in-country HR operations to manage end-to-end mobility processes (assignment design, policy application, relocation, repatriation).
  • Manage Pre & Post assignment activities such as managing the physical relocation/repatriation of employees, their families, and their possessions.
  • End to End support – from preparation of offer packages that requires working closely with HR and Payroll teams in the Home and Host location, including issuance of employment contracts, balance sheet preparation, setting up of employee records in HR system, updating records of changes of reporting lines and new positions, etc., while working with respective host country HR.
• Immigration, Tax Compliance and Risk Management
  • Coordinating work visas, permits, and other immigration applications with legal, immigration, and applicants.
  • Ensure compliance with home & host tax requirements through the arrival, departure and annual tax returns processes.
  • Ensure compliance with global tax, social security, immigration, and employment regulations related to international assignments and transfers. Partner with Legal, Tax, and external providers to mitigate compliance risks.
  • Collect information that will assist external agencies in the preparation of timely, accurate and complete tax returns.
• Vendor Management
  • Provide guidance, establish standard working procedures and manage quality delivery services and standards by vendors to international assignees.
• HR Business Partnering and Data Driven Insights & Governance
  • Act as a liaison between BSAPIC GCs and Bridgestone Japan. Work with Bridgestone West mobility team to ensure group companies (GC) adherence to respective region’s policies, where applicable.
  • Act as the subject matter expert for all mobility matters, advising HR and business leaders on assignment models, relocation frameworks and best practices.
  • Provide strategic action points or solutions to international assignees in relation to HR and people matters to ensure single point of contact on HR processes, especially mobility management.
  • Collaborate with all Group Companies’ HR to operationalize international assignments’ HR processes including performance management, promotion, career management and support talent review required data.
  • Leverage workforce analytics and talent data to identify trends, gaps and opportunities in succession and development planning.
  • Track talent movement, internal fill rates and diversity metrics to measure impact of mobility programs.
  • Ensure compliance with mobility policies, immigration and local labor regulations in partnership with Group and in-country HR operations.
  • Continuously improve process efficiency, employee experience, and data integrity across all mobility transactions.
  • Maintain data privacy and record-keeping standards in line with internal policies and statutory requirements.
• Audit & Reporting
  • Support audit activities by maintaining required documentation and ensuring all information provided for reporting is accurate and complete.
• Global/ Region/ Local Initiatives
  • Participate in Region conferences, and special projects, where required.
  • Prepare and submit reporting requirements and needs when required.

Job Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• Professional certification in Total Rewards or Human Capital Management is an added advantage.
• At least 10+ years of progressive HR or talent mobility management experience, with at least 5 years in a mobility management or business partnering role.
• Proven track record in succession planning, leadership development, and talent mobility in a multinational context.
• Solid experience managing external vendors and cross-functional/ cross-market leaders/ stakeholder networks in a matrixed environment.
• Current/ previous experience working across Asia Pacific region across varied industries.
• Knowledge of international mobility is required.
• Language proficiency: Japanese & English are mandatory (other language(s) are added advantage).

Candidate should demonstrate:

• Strong strategic HR business partnering capability, with financial acumen.
• Excellent stakeholder management and influencing skills across senior levels.
• Deep understanding of global mobility frameworks, policies, and mobility operational processes.
• Analytical mindset with ability to interpret and communicate talent metrics and insights.
• Agile, collaborative, and adaptive at navigating complex, matrixed environments.
• High integrity, discretion, and professionalism in handling sensitive mobility and employee data.
• Demonstrated commitment to diversity, equity, and inclusion in talent practices.
• Ability to manage internal and external relationships with an understanding of different cultures.
• Success in driving change, agility, flexibility and working across different regions/ countries and teams.
• Strong interpersonal and communication skills to inspire the organization.
• High level of integrity, respect for others, persistence and passion for success.

Skills: Influencing Skills, Talent Management, Forecasting, Workforce Analytics, Employment-based Immigration, Workforce Planning, Tax, Business Partnering, Relocation, Payroll, Expatriate Tax, Employment Law Compliance, Advising Clients, Analytics, Tax Compliance, Communication Skills, Benchmarking, Global Mobility, Performance Management, Japanese