HRBP Manager (Job Code: 6207）

Job Title: HRBP Manager
Location: Nanjing, China
Company Type: Wholly Foreign-Owned Enterprise (WFOE), European-American owned
Industry: Manufacturing – Electromechanical Products

Reporting Lines:

• Solid line: Asia Pacific HRD

• Dotted line: Global L&D Director

Direct Reports: HR team & L&D team across the Asia Pacific region

Role Purpose

This is a high-visibility, strategic leadership role designed for a seasoned HR professional who is ready to step into a broader regional mandate. As the HRBP Manager, you will lead the full spectrum of HR and Learning & Development functions for the Asia Pacific region, partnering closely with business leaders to drive organizational effectiveness, talent development, and cultural transformation. This position is identified as a potential successor to the Asia Pacific HRD, offering a clear career progression path for the right candidate.

Key Responsibilities

Strategic HR Business Partnering

• Act as a trusted advisor to regional business heads, translating business strategy into actionable HR priorities that support growth, operational excellence, and innovation in the electromechanical manufacturing sector.

• Drive workforce planning, organizational design, and change management initiatives to ensure the region remains agile and competitive.

• Champion a high-performance culture, embedding company values and fostering employee engagement across diverse markets in Asia Pacific.

Talent Management & Development

• Oversee the full talent lifecycle, including talent acquisition, succession planning, performance management, and retention strategies for critical roles.

• Lead the regional L&D function in designing and delivering impactful learning programs that build technical, leadership, and soft skills, in alignment with global L&D frameworks and local business needs.

• Partner with the Global L&D Director to pilot and scale innovative development solutions, ensuring consistency and excellence in learning outcomes.

HR Operations & Governance

• Ensure robust HR policies, procedures, and compliance standards are implemented and maintained across all APAC locations, in line with local labor laws and global guidelines.

• Manage HR metrics and analytics to provide data-driven insights for decision-making, continuously improving HR service delivery and operational efficiency.

• Oversee compensation & benefits, payroll, and employee relations matters, balancing cost-effectiveness with market competitiveness.

Team Leadership & Development

• Lead, mentor, and develop a high-performing regional HR and L&D team, fostering a collaborative, results-driven, and inclusive culture.

• Build strong cross-functional partnerships with global HR centers of excellence, regional stakeholders, and external vendors.

Change & Transformation

• Drive digitalization and process improvement within the HR function, leveraging technology to enhance employee experience and administrative efficiency.

• Act as a change agent during organizational transitions, mergers, or new market entries, ensuring smooth integration and people-centric communication.

Candidate Profile

Essential Requirements

• Bachelor’s degree or above; major in HR, Business Administration, Psychology, or related field preferred.

• Minimum 8–10 years of progressive HR experience, with at least 3–5 years in a managerial role covering full-spectrum HR management (HRBP, talent acquisition, C&B, employee relations, and L&D).

• Proven experience in a manufacturing environment, ideally within electromechanical, industrial, or automotive sectors. Experience in a multinational, foreign-owned enterprise is a must.

• Fluent in English (both written and spoken) – able to communicate confidently and persuasively with global stakeholders. Mandarin Chinese is required for local business interactions.

• Strong business acumen and the ability to connect HR strategy with operational outcomes.

Competencies & Personal Attributes

• Mature and resilient – comfortable operating in a matrix organization with multiple stakeholders; capable of handling ambiguity and complexity with poise.

• Decisive and action-oriented – a “doer” who can balance strategic thinking with hands-on execution when needed.

• Excellent communication and influencing skills – able to build trust and credibility at all levels, from shop-floor employees to C-suite executives.

• Culturally agile – experienced in working across diverse Asian markets, with sensitivity to local nuances while upholding global standards.

• Succession-ready mindset – demonstrates leadership presence, strategic vision, and a willingness to grow into the APAC HRD role within a defined timeframe.