Director APAC HR Business Partner

We are Progress (Nasdaq: PRGS) - a trusted provider of software that enables our customers to develop, deploy and manage responsible, AI powered applications and experiences with agility and ease.

We’re proud to have a diverse, global team where we value the individual and enrich our culture by considering varied perspectives because we believe people power progress. Join us as a Director, APAC Human Resource Business Partner and help us do what we do best: propelling business forward. 

The Director, APAC HR Business Partners leads and strategically aligns our HR business partner function across global and regional operations. This individual plays a critical role in driving HR strategy, supporting business objectives, and enhancing organizational effectiveness. They lead a team of HR business partners who work closely with senior business and location leadership, managers and employees to deliver impactful HR solutions that support the growth and success of the business. This role may directly support one or more C-staff members.

Key Responsibilities

HR Organization: Strategy, Leadership and Development

• Contribute to HR organizational strategy development and planning by bringing business context and priorities, insights and relevant data and analysis from the HRBP organization to the HR Leadership Team (HRLT).
• Consult and collaborate with the HRLT on innovative, proactive initiatives to enable success at the company, BU/G&A and/or region/site level and develop solutions to business challenges.
• Contribute to the overall effectiveness and success of the HR team. Work with HRLT to adopt a continuous improvement mindset for the HR organization. Bring best practices to the team, as well as areas for improvement and potential solutions. Strive to ensure the HR team has the right people with the right skills in the right roles to execute our vision.
  
  

• Develop HRBP organization global and regional strategy, ensuring alignment with overall company and HR strategic goals.
• Cultivate strong relationships with BU and G&A leaders, local leadership teams and other key stakeholders to understand business goals and needs, identify challenges, and deliver solutions that enhance organizational performance, employee engagement and retention, etc. directly and/or through our BP teams.
• Develop and implement integrated HR strategies that address the diverse needs of different regions and business units while maintaining consistency across global HR practices. Ensure that HR programs are scalable and adaptable to varying cultural and regulatory requirements.
  
  

• Build, mentor, and develop a high-performing team of HR business partners.
• Lead HRBP teams to implement people strategies that drive business outcomes.
• Ensure successful execution of HR programs.
• Directly and/or through global and regional BPs, monitor and report on key HR performance indicators, offering insights to senior leadership on trends, challenges, and opportunities and, where appropriate, offering solutions to support business growth, inform decision-making and measure the effectiveness of HR strategies
• Drive, and enable the business to drive, strong employee engagement: assess results from the annual employee engagement survey through the lens of both BUs/G&As and locations (region, country, site). Advise and collaborate with global and regional BPs on strategies to address areas of concern which they, in turn, will incorporate into their work with the leaders they support. Monitor action plan execution.
• Drive effective collaboration and communication between global and regional BP teams, COEs and our internal partners (e.g., Legal, Finance, etc.).
  
  

• Line Support: Work with the Global HRBP on activities requested, planned and/or underway for organizational effectiveness of the business unit/G&A areas they support. Ensure Regional BPs and any relevant COEs are engaged. Discuss ways to best leverage existing programs and collateral.
• Talent Management: Coach Global BPs on their work with business leaders to develop and execute talent management strategies, including workforce planning, leadership development, succession planning, performance management, and employee engagement initiatives. Engage senior leadership directly where appropriate/necessary.
• Change Management and Organizational Development: Lead and/or coach Global BPs on change management efforts across global and regional operations, ensuring effective communication, alignment, and buy-in from employees and leadership. Drive organizational development initiatives that foster a positive culture, enhance employee experience, and support business transformation.
  
  

• Employee Relations: Work with Regional HRBPs to monitor employee relations solutions’ effectiveness and efficiency. Monitor for trends/themes and address.
• Compliance and Risk Management: Ensure HR practices comply with local, regional, and global labor laws and regulations. Lead Regional BPs and/or be directly involved in proactively addressing any risk factors that may impact the organization’s workforce or company liability, including compliance with health and safety, labor relations, and equal opportunity requirements.
• Best Employer: Guide Regional HRBPs and collaborate with Marketing on best-employer activity. Develop an annual plan, determine budget and assess outcomes of participation.
  
  

• Play a key role in all aspects of the M&A lifecycle. This represents a wide range of responsibilities including but not limited to review of the target companys HR-related documents and practices, understanding and preparing for immigration cases, job offers and terminations and onboarding and integration.
  
  

• Competitive remuneration package
• Employee Stock Purchase Plan Enrolment
  
  

• 30 days of earned leave
• An extra day off for your birthday
• Various other leaves like marriage leave, casual leave, maternity leave, and paternity leave
• Premium Group Medical Insurance for employees and five dependents, personal accident insurance coverage, and life insurance coverage
• Professional development reimbursement 
• Interest subsidy on loans - either vehicle or personal loans.