Key Responsibilities Trusted Advisor and Strategic Partner Serve as a strategic advisor and sounding board to leadership on people-related matters. Provide strategic counsel on organizational design, leadership effectiveness, and cultural transformation.Build strong relationships with cross-functional partners to co-create and influence talent decisions. Act as a role model for Edelman’s values - The Relentless Pursuit of Excellence, The Freedom to be Constantly Curious, The Courage to do the Right Thing and The Commitment to Positively Impact Society. Talent Strategy & Organization Design Partner with leaders to design and execute forward-looking talent strategies aligned with business goals. Lead organization design efforts, including workforce planning, role clarity, and structure optimization. Support local market leadership by aligning talent strategy with cultural and market-specific dynamics. Problem Solving & Executive Coaching Provide thought leadership and coaching to leaders on complex issues including team effectiveness,leadership development, and strategic alignment. Lead strategic problem-solving on ambiguous or sensitive people issues. Change Management and Organization Transformation Lead and execute change management efforts for organizational transformations, ensuring employee engagement and alignment throughout the process. Provide strategic guidance on communication plans, adoption strategies, and impact assessment. Employee Relations Management Take ownership of escalated or complex people matters, working with the People Team, Legal and Business leaders to shape strategic responses and ensure effective execution.Guide leaders on systemic issue resolution, fostering a healthy workplace culture and high-performance environment. Talent Retention, Succession and Market Engagement Champion talent retention strategies that reinforce engagement, development, and long-term career growth.Proactively identify and engage with internal and external talent aligned to the firm’s growth ambitions and market priorities. Cultivate robust pipelines of future-ready talent through strong industry networks and targeted engagement. Lead succession planning efforts to ensure leadership continuity across business-critical roles and functions. Program Delivery (One People Team) Ability to flex seamlessly between strategic leadership and hands-on execution — able to dial up or down as needed, with a willingness to roll up sleeves and deliver with impact.Act as the strategic connector between business needs and different people teams (e.g. COEs, HR operations) for initiatives related to performance, engagement, inclusion, and capability building. Ensure effective delivery and adoption of enterprise-wide HR programs by providing business context and feedback loops.
Key Qualifications:
- Ideally 12-15 years of progressive experience in strategic HR roles, preferably in multinational or matrixed environments.
- Experience in communications, public relations, or within the agency sector preferred.
- Deep knowledge of Hong Kong and Taiwan labor laws and employment regulations is essential.
- Proven track record in driving business transformation, high-performance culture and leadership alignment.
- Experienced in handling complex case management and employee relations issues with sensitivity and discretion.
- Excellent communication and stakeholder engagement skills.
- Fluent in English and local language (business level); additional language proficiency is a plus.
- Ability to influence at all levels and work collaboratively across functions and cultures.
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