Director, HR PMO/Transformation Lead

Date Posted:

2026-07-27Country:

ChinaLocation:

LOC3347:9-10/F, Building N1, Fusion New Bund, No. 8, Lane 131, New Bund Avenue, Pudong, Shanghai, China

Key Responsibilities

1. HR Strategy Execution & Governance (25–30%)

• Act as PMO leader for China HR strategic priorities and transformation portfolio
• Establish governance rhythm:
• HRLT cadence
• Priority review forums
• Decision/escalation mechanisms

• Provide clear visibility on priorities, trade-offs, risks, and dependencies
• Enable data-driven decision-making

2. Greater China HR Transformation Leadership (25–30%)

• Lead end-to-end transformation programs, including:
• Operating model evolution (Customer centricity, SVC Field Integration, Commercial Excellence, etc.)
• Organizational effectiveness and workforce transformation
• HR capability uplift (HRBP, HRLT, CoE effectiveness and integrated People solutions)

• Translate strategy into:
• Program roadmaps
• Milestones and deliverables
• Success metrics

• Ensure execution discipline + speed/pace + impact delivery

3. Global Alignment & Cross-Regional Integration (10–15%)

• Act as the key interface between Greater China HR and Global HR PMO/transformation teams
• Ensure:
• GC voice is represented in global programs
• Global frameworks are localized effectively for China execution

• Collaborate with global PMO, HR CoEs, and transformation leads on:
• AI-enabled HR initiatives
• Digital HR adoption
• Workforce transformation programs

4. Change Management & Adoption (10–15%)

• Build and embed a scalable change management approach across China HR
• Partner with HRBPs and business leaders to:
• Drive adoption of transformation initiatives
• Manage organizational resistance

• Provide “build once, scale through HRBP” capability model
• Lead change strategy for high-impact or sensitive transformations (org change, integration, exits)

5. Data, Insights & Workforce Intelligence (10–15%)

• Generate forward-looking insights using:
• Engagement surveys
• Employee listening channels (e.g., We Care We Listen)
• Workforce analytics

• Track transformation effectiveness:
• Adoption Metrics
• Productivity / cost alignment
• Organizational health indicators

• Support budget/investment prioritization with clear ROI logic

6. Strategic Advisory to GC HR Leader (5–10%)

• Act as a trusted advisor to SVP HRBP GC
• Support:
• Executive communication (HRLT, CLT, global forums)
• Strategic topic shaping
• Sensitive issue framing (ER, restructuring, HC decisions

QualificationsExperience

• 10–15 years in:
• HR Transformation / Strategy / PMO
• Consulting (preferred) or enterprise transformation roles

• Proven track record in:
• Leading cross-functional transformation programs
• Operating in matrix, multinational environments
• Supporting senior stakeholders (CHRO / HRLT / business leaders)

Capabilities (Critical for Success)

• ​Strong program & portfolio management discipline
• Strategic thinking + structured problem solving
• Stakeholder influence without authority (critical in Greater China/global matrix)
• Deep understanding of:
• Organizational effectiveness
• Change management
• HR operating models

• Strong business and financial acumenPreferred

• Exposure to:
• AI in HR
• Workforce analytics

• Background in:
• Consulting / Transformation office
• HR COE or HRBP in large organizations

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