Group HR Manager | Asia Pacific

• Reolink , a leader in intelligent visual technology for homes and businesses, was founded in 2009 by a group of engineers with a strong commitment to and passion for smarter security solutions.
• Our products are now trusted by millions of users across more than 110 countries and regions worldwide. Building on this trust, we continue expanding our presence and bringing our innovations to more markets around the globe. Reolink remains committed to delivering advanced, reliable, and user‑centric solutions that empower people to protect what matters most.

Position: Group HR Manager | APAC

Handles Offices for KL, Philippine, Hong Kong & Singapore HQ

5 Work Days Per Week

Office Near Tai Seng MRT, Singapore

Medical Benefits Provided

Entitled to Yearly Bonus & Performance Bonus

Job Summary

Own the end-to-end people agenda for the Singapore headquarters and act as the regional HR lead for Asia Pacific.

You will build scalable HR policies, governance and systems across multiple legal entities, support the growth of our regional headquarters and new operating hubs, and partner closely with business and finance leadership on workforce planning, cost and compliance.

Regional HR Strategy & Governance

HR strategy: translate business plans into an APAC people plan covering organisation design, headcount, capability and succession.

Policy framework: establish a harmonised APAC HR policy handbook with country addenda, ensuring consistency while respecting local law.

Governance: set HR delegation of authority, approval workflows and controls; ensure audit-ready HR records across all entities.

Hub oversight: provide functional leadership and standards to the Philippines contact centre and Malaysia shared services HR teams.

Talent Acquisition & Workforce Planning

Hiring: lead senior and specialist hiring for the Singapore HQ, managing agencies, employer branding and a structured interview process.

Workforce planning: maintain the regional headcount plan and budget with Finance; track vacancies, attrition and hiring cost.

Mobility: manage work pass applications (EP, S Pass, PEP), relocation and cross-border assignments within the region.

Total Rewards & Performance

Compensation: run salary benchmarking, pay structures and the annual salary and bonus review cycle across APAC.

Incentives: design and administer retention, sign-on and long-term incentive schemes in partnership with Finance.

Performance: embed a goal-setting and performance review framework linked to reward and development.

Benefits: manage regional benefits and insurance renewals with brokers, balancing competitiveness and cost.

Employee Relations & Compliance

Compliance: ensure compliance with the Employment Act, CPF, Workplace Fairness legislation, PDPA and TAFEP guidelines, and equivalent laws in each APAC country.

Employee relations: handle grievances, investigations, disciplinary matters and exits with sound documentation and legal input where needed.

Government schemes: manage applications and reporting for relevant grants and incentive programmes tied to headcount and local capability.

HR Operations, Systems & Analytics

HRIS: lead selection or optimisation of the HRIS and payroll platforms; drive self-service and process automation.

Payroll oversight: ensure accurate, timely multi-country payroll with proper controls and reconciliation to the general ledger.

Analytics: produce monthly HR dashboards on headcount, cost, attrition and hiring for leadership.

Culture, Engagement & Development

Engagement: run engagement surveys and action plans; support integration of teams across locations and cultures.

Learning: build leadership and technical development programmes and onboarding for new hubs.

Change: support organisational change, restructuring and function migrations with clear communication and people planning.

KEY PERFORMANCE INDICATORS

Time-to-hire and quality-of-hire for HQ roles

Regretted attrition and engagement scores

Payroll accuracy and on-time delivery across all entities

Zero material compliance findings in HR audits or regulatory reviews

HR cost per employee and headcount within approved budget

REQUIREMENTS

Must have

Degree in Human Resources, Business, Psychology or a related field.

8 to 12 years of progressive HR experience, with at least 3 years in a regional APAC HR role in an MNC or fast-growing tech company.

Strong working knowledge of Singapore employment law, CPF and work pass framework, plus exposure to at least two other APAC jurisdictions.

Hands-on experience across the HR spectrum: talent acquisition, C&B, ER, HR operations and HRIS.

Proven ability to build policies and processes from scratch in a scaling, multi-entity environment.

Good to have

Professional certification such as IHRP-SP, CIPD, SHRM-SCP or equivalent.

Experience supporting set-up of shared services centres or offshore operations.

Background in consumer electronics, e-commerce or SaaS.