Job Description

1. Workforce Planning

• Lead workforce planning across all markets in alignment with the expansion roadmap, ensuring the right talent is in place at the right time.
• Partner with market leads and senior management to forecast headcount needs and translate business growth into people plans.
• Design lean organizational structures suited to early-stage market entry, including dual-role and multi-function team models.

2. Compensation, Incentives & Benefits

• Design and manage salary frameworks, incentive schemes, and benefits structures tailored to each market's regulatory and competitive environment.
• Conduct regular benchmarking to ensure compensation remains competitive and internally equitable across markets.
• Collaborate with Finance and local leads to manage compensation budgets and support reward cycle execution.

3. Recruitment & Onboarding

• Support recruitment efforts for local markets, ensuring hiring processes are aligned with AWING's standards and employer brand.
• Develop and manage onboarding programs that enable new hires to integrate quickly and effectively into AWING's culture and ways of working.
• Build talent pipelines and support succession planning for critical roles across expanding markets.

4. Performance Management & Organizational Development

• Drive the design and implementation of performance management frameworks, including goal-setting, reviews, and feedback cycles.
• Identify organizational capability gaps and lead initiatives to address them through training, development programs, or structural changes.
• Support leadership development and coaching to strengthen management capability across markets.

5. Culture, Values & Ways of Working

• Ensure consistent alignment of AWING's culture, values, and operational standards across all markets.
• Act as a culture ambassador — designing initiatives that reinforce shared identity and collaboration in a multicultural, multi-country environment.
• Facilitate knowledge-sharing and best-practice exchange between teams across different markets.

6. Lean Structure & Early-Stage Market Support

• Support the deployment of dual-role and lean team structures in markets at early stages of expansion.
• Provide HR advisory and hands-on support to market leads navigating early-stage people challenges.
• Develop scalable people frameworks and playbooks that can be replicated as new markets are onboarded.

Job Requirement

Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field.
• Master's degree or relevant HR certification (SHRM, CIPD, etc.) is a plus.

Experience & Background

• At least 5 years of experience in Human Resources, with a focus on HR Business Partnering, Talent Management, or Organizational Development.
• Experience working in a regional or international HR role, particularly across Asia or other expansion markets, is strongly preferred.
• Demonstrated experience in compensation design, workforce planning, and performance management in a multi-market environment.
• Background in fast-growing startups, media, technology, or advertising industries is an advantage.

Skills

• Strong organizational design and workforce planning capabilities.
• Solid knowledge of HR practices, employment regulations, and compensation frameworks across multiple markets.
• Ability to design practical, scalable people systems suited to lean and early-stage organizations.
• Excellent stakeholder management and communication skills — able to influence and collaborate across functions and geographies.
• Data-driven approach to HR decision-making, with comfort using HR analytics and tools.

Language

• Business English proficiency in both verbal and written communication (required).