[HCM] Senior Manager, Global HR & Talent

ROLE PURPOSE 

The Senior Manager, Global HR & Talent is responsible for building the people capability, talent infrastructure, and HR governance required to support Pizza 4P's international growth. The role provides functional leadership to Country HR Managers through a dotted-line partnership model while driving global frameworks for performance management, talent management, leadership capability, and HR excellence across overseas markets.

KEY RESPONSIBILITIES

1. HR Governance & Country HR Capability (35%)

• Provide functional leadership, coaching, and professional guidance to Country HR Managers.
• Develop and implement HR frameworks, policies, playbooks, and governance standards across overseas markets.
• Build HRBP capability within Country HR teams and strengthen overall HR effectiveness.
• Facilitate sharing of best practices, tools, and learning across markets.
• Support Country HR Managers in addressing complex organizational and people challenges.
• Ensure alignment between local HR practices and Pizza 4P’s people philosophy and culture.

2. Talent Management & Leadership Pipeline Development (25%)

Performance & Talent Management
• Review, enhance, and support the implementation of the Performance Management framework across overseas markets.
• Drive continuous improvement of performance management processes, tools, and governance.
• Design and oversee talent assessment mechanisms, including performance reviews, leadership assessments, 360-degree feedback, leadership effectiveness surveys, and other talent evaluation tools as appropriate.
• Partner with Country Managers and Country HR Managers to facilitate performance calibration and talent discussions.
• Monitor talent and performance trends and provide insights to support leadership decision-making.

Talent Review & Succession Planning
• Establish and facilitate talent review processes for key leadership and critical positions.
• Support identification of high-potential talent and future leaders across overseas markets.
• Develop succession planning approaches and monitor succession readiness for critical roles.
• Provide talent insights and recommendations to support workforce planning and organizational growth.

Leadership & Capability Development
• Partner with business leaders and Country HR Managers to create development plans for key talent and leadership populations.
• Build and improve foundational leadership and competency frameworks aligned with Pizza 4P's culture and growth ambitions.
• Support initiatives that strengthen leadership effectiveness and organizational readiness.

3. Strategic HR Business Partnering (20%)

• Partner with Country Managers and leadership teams on strategic people matters, organization design, workforce planning, and leadership effectiveness.
• Provide guidance on significant people risks and organizational challenges.
• Support organizational transformation and business expansion initiatives.
• Act as a trusted advisor on cross-country talent and organizational matters.

4. Talent Acquisition Governance (10%)

• Establish recruitment standards, hiring frameworks, and assessment approaches across overseas markets.
• Support Country HR Managers in improving hiring quality and recruitment capability.
• Partner on critical leadership and hard-to-fill positions when required.
• Monitor talent market trends and support future workforce planning.

5. International Expansion Support (10%)

• Support people planning and HR setup for new market entries.
• Establish scalable people practices for future markets.
• Partner with business leaders on workforce and organizational planning during expansion.
• Support the successful integration of new markets into Pizza 4P's people ecosystem.

WHO YOU ARE

• 8–10 years of progressive HR experience.
• Strong background in HR Business Partnering and Talent Acquisition.
• Experience in Performance Management, Talent Review, Succession Planning, and Leadership Development.
• Experience supporting multi-country or regional operations.
• Experience influencing stakeholders without direct reporting authority.
• Experience in hospitality, retail, F&B, or multi-site operations is preferred.
• Strong business acumen, stakeholder management, coaching, and change management skills.
• Hands-on execution capability combined with strategic thinking.
• Demonstrated potential to grow into broader regional or global HR leadership roles.