Head of Regional Human Resources

ENGIE is a world leader in low-carbon electricity production, centralized and decentralized energy networks, and associated energy efficiency services. The Group relies on its 4 key businesses - Renewables, Energy Solutions, Networks, Thermal & Supply, to help its customers meet their decarbonization goals. At ENGIE South East Asia, we mainly develop at this stage the Energy Solutions business with presence in Singapore, Malaysia, Philippines and China.

We have a purpose. We act to accelerate the transition towards a carbon-neutral economy by providing tailor-made integrated solutions for our customers in commercial buildings, industries, and cities, through reduced energy consumption and more environmentally friendly solutions. We develop a zero-carbon energy mix (gas and electricity) and drive our clients’ decarbonization journey. We are committed to achieve net-zero carbon in 2045 for ourselves, our clients, and the good of the planet.

We have a plan. We want to have a positive impact and meaning in our jobs to accelerate the energy transition and to meet the challenges of our century together. We defend a new model of society that reconciles economic performance, human progress and respect for the environment. We interact with a committed community that is shaking things up and inventing the future: we rely on the power of the collective and we identify and gather around us all the actors who make tomorrow’s world emerge. We take an active role in managing our careers, in a Group that allows everyone to fulfil their potential. We are constantly developing our practices. We ensure the building and development of our teams by embodying DEI culture and ENGIE Ways of Leading.

We are Transition Makers.

Reporting directly to the Vice President, HR in ENGIE AMEA and matrix reporting to the Country Manager of ENGIE South East Asia, the Head of Regional HR will lead and oversee all People & Culture vision and strategy that are aligned with the overall business objectives and build superior organisational capability through a diverse, talented and engaged workforce in an agile and effective organisational design. In line with our global strategy, the incumbent will lead the continual improvement and digitalisation of the functional processes and activities, embed business partnering within the organisation and be an active participant in business strategy and execution within the Southeast Asia business.

Responsibilities | You may be requested to perform duties outside of the listed scope of responsibilities from time to time, as required

1. Contribution to the South East Asia (SEA) business strategy and to the AMEA HR strategy and delivery of operational objectives
   • Act as a key member of both the SEA Executive Team and the AMEA HR Executive Team, contribute to the SEA business strategy development and implementation.
   • As an executive leader, oversee HR initiatives across all areas of the business by leveraging your expertise to identify opportunities, address challenges, and drive sustainable growth of the Group HR and SEA business strategy.

2. HR Strategy and Planning
   • Develop and implement the SEA People &culture strategy aligned with the ENGIE Group HR strategy and local Business Unit strategies.
   • Analyse market trends, economic factors, and industry-specific challenges to create proactive HR plans, solutions and interventions.
   • Collaborate with AMEA and ENGIE Group HR leaders to adapt and deploy company-wide HR initiatives at the local level.

3. SEA HR function Leader
   • Lead the HR function across SEA to achieve people and culture plans and strategic objectives.
   • Digitalisation of the function, where appropriate, including innovative people process activities.
   • Optimise and manage the Employee Lifecycle (Planning, Recruitment, Onboarding, Learning, Performance management, Reward & Recognition, Exit processes).
   • Deliver efficient and innovative Human Resource services to ensure development, enrichment and success of our people.
   • Manage the rollout of global HR processes, projects, and systems including the optimization of the functional capabilities within the HRIS.
   • Promote ethical behaviour and compliance with Group/Entities policies, labour agreements and labour legislation throughout the organization.
   • Play a lead role in supporting the health and safety function in the delivery of the One Safety strategy and necessary cultural change.

4. Talent Acquisition, Retention and Organisational Development Capability
   • Implement the talent acquisition and retention strategy to attract and retain high-calibre talents that align with the organization's values and competency requirements of the ENGIE Ways of Working (WOWs) and ENGIE Ways of Leading (EWOLs) and business strategy.
   • Ensure the talent acquisition activities deliver effective and timely sourcing, screening and selection processes which are aligned with our diverse and inclusive culture.
   • Build individual, team and organisational capability to ensure ENGIE SEA delivers on its purpose to accelerate the transition to a carbon neutral economy.
   • Ensure development programs are based on the training needs analysis derived via the Performance, Planning and Review (PPR) process.
   • Implement performance management systems and processes to drive a culture of continuous feedback, coaching, and development.
   • Monitor performance metrics and provide insights to support data-driven decision-making.
   • New People Development Strategy (People & Position Review) – support the Group’s new People Development Strategy in unleashing employees’ performance, aspiration and potential for expertise and leadership growth. Identification of potentials through key criteria and fostering mobility as a key level for development. Ensure all people managers to be trained and equipped with the necessary training to manage people and career development. Partner with AMEA HR and Group HR for continued engagement on people and talents development in managing their learning and career development interventions. At local level, support the attraction, development and retention of youths through managing local Emerging Talent program to build pipeline of future talents.

5. Diversity, Inclusion and Belonging
   • Develop and execute employee engagement initiatives that promote a sense of belonging and encourage a high-performance culture by ensure the SEA continues to increase the sense of inclusion and belonging for team members.
   • Deliver on the ENGIE Group targets of Gender balance managers (between 40% to 60%) by 2030 and met annual targets.

6. Employee Relations and Engagement
   • Ensure employee relations policies and procedures remain compliant with current legislation and that there is the required level of awareness of the policies and that applicable training for team members in relation to these obligations is undertaken annually.
   • Foster a positive and inclusive work environment by ensuring the HR team addresses employee concerns, conflicts, and grievances effectively in line with legal obligations and the company Workplace, Diversity and Inclusion policy.
   • Responsible for the annual employee engagement survey (ENGIE & Me) and shared accountability with the SEA Executive Team for improving the level of sustainable engagement for team members.

7. Compensation and Benefits
   • Oversee the continual implementation of competitive compensation and benefits programs in line with ENGIE Group standards utilising the Korn Ferry Hay Job Evaluation methodology.
   • Accountable for the annual remuneration review and bonus payments process in SEA in line with ENGIE Group policy and processes.
   • Accountable for timely accurate and efficient payroll activities across entities based in SEA in accordance with relevant legislation, enterprise agreements and relevant Awards and regulations.

Main Key Performance Indicators (not exhaustive) :

• • • Timely recruitment – within 45 days for managerial position and within 60 days for non-managerial position.
    • Managerial Gender Parity – achieve ultimate goal of between 40% to 60% female for managerial positions by 2030 with in place concurrent yearly progressive set milestones through external recruitment and internal mobility.
    • Build Learning Culture (Skills Inventory & Competency) – ensure at least 85% of our staff undergo training for continued upskilling with an average of at least 21 hours in a year.
    • Sustain Strong Employee Engagement & Retention – achieve strong participation (min 95%) and engagement score (min 94%) for our annual ENGIE & ME staff survey.

• Master/Bachelor’s Degree in Human Resources, Organizational Psychology, Business Management or equivalent.
• At least 15 years of relevant working experience in HR in a senior management leadership capacity, preferably in a global large operational organization within a matrix reporting structure.
• Solid understanding of local labor laws in the country of operations.
• Strong consultative and stakeholder management skills with ability to drive set objectives.. 
• Strong strategic and operational capabilities, people and leadership skills.
• Experience working in a multicultural environment and multidisciplinary teams.
• Strength in talent acquisition, management and development to build a competent and high performing organization to deliver our ENGIE purpose.
• Understanding of the market evolution and energy transition, its key drivers and their impact on the workforce and HR processes will be advantageous.
• Ability to manage conflicting and demanding priorities from various source of demand.  
• Ability to interact professionally with all organizational levels while maintaining strong ethics & professionalism and high standards of safety compliance.
• Proven problem-solving, organizational, analytical and critical thinking skills. Exhibits patience and meticulous attention to detail.
• Excellent leadership skills and ability to drive and influence change management.
• Goal-getting, driven, committed, with strong planning and execution capabilities.
• Demonstrates fluency in both written and spoken English, along with strong presentation skills.
• Occasional travel within the region when required.