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Introduction:

The Regional HR Manager is responsible for establishing and overseeing all HR functions across the NGOs operations in Taiwan, Nepal, the Philippines, and Malaysia. This role focuses on setting up a robust HR system from the ground up, including hiring and developing a high-performing HR team. The Regional HR Manager will ensure the development and implementation of HR strategies, policies, and practices that support the NGOs mission, enhance employee engagement, and comply with local regulations.

The candidate can be relocated from other countries to Taiwan with relocation support and assistance. The role will be based in Taipei, with frequent travel to Nepal, the Philippines and Malaysia.

Our client is an equal opportunity employer and encourages candidates from diverse backgrounds to apply. They are committed to creating an inclusive environment for all employees.

Responsibilities:

1. HR System Setup and Strategy Development:

HR Infrastructure: Design and implement a comprehensive HR infrastructure that supports the NGOs strategic goals and operational needs.

Policy Development: Develop and standardize HR policies and procedures across regions, ensuring compliance with local labor laws.

Strategic Alignment: Align HR strategies with the NGOs mission, vision, and organizational goals to drive effectiveness and efficiency.

2. Recruitment and Talent Management:

Job Design: Develop detailed job descriptions and specifications for all positions.

Recruitment Processes: Establish and lead a streamlined recruitment process, including job postings, candidate screening, and interview protocols.

Onboarding: Design and implement an effective onboarding program to integrate new hires smoothly into the organization.

3. Hiring and Setting Up HR Team:

Team Hiring: Take responsibility for hiring and setting up the regional HR team. Define roles, recruit, and onboard HR staff in each operational country.

Team Development: Mentor and develop the HR team to ensure they have the skills and knowledge needed to support the organization effectively.

4. Employee Relations and Engagement:

Work Environment: Create and maintain a positive, inclusive, and collaborative work environment.

Conflict Resolution: Address employee grievances and mediate conflicts, ensuring fair and consistent resolution.

Engagement Programs: Develop and implement employee engagement initiatives to foster motivation and commitment.

5. Training and Development:

Needs Assessment: Conduct training needs assessments to identify skill gaps and development opportunities.

Program Development: Develop and deliver training programs and professional development opportunities to enhance employee skills and performance.

6. Compliance and Risk Management:

Legal Compliance: Ensure all HR practices comply with local labor laws and regulations in Taiwan, Nepal, the Philippines, and Malaysia.

Risk Mitigation: Develop and implement risk management strategies to address potential HR-related risks and ensure organizational resilience.

7. HR Administration and Systems:

HRIS Implementation: Select, implement, and manage an HR Information System (HRIS) to streamline HR processes and data management.

Payroll and Benefits: Oversee payroll processing, benefits administration, and ensure accurate and timely compensation for all employees.

Employee Records: Maintain accurate and confidential employee records in compliance with legal and organizational requirements.

8. Reporting and Analysis:

HR Metrics: Establish and monitor key HR metrics to assess the effectiveness of HR practices and inform strategic decisions.

Regular Reporting: Prepare and present regular HR reports and analytics to the Executive Director and other stakeholders.

9. Outsourcing and Vendor Management:

Outsourcing Decisions: Identify HR functions suitable for outsourcing and manage relationships with external HR service providers.

Vendor Performance: Monitor the performance of outsourced functions to ensure they meet the NGOs standards and requirements

Requirements:

Education:

Bachelors degree in Human Resources, Business Administration, or a related field (Masters degree preferred)

Experience:

Minimum of 5-8 years of experience in HR management, with at least 3 years in a regional or multi-country role.

Proven experience in setting up and implementing HR systems and strategies from the ground up.

Experience in hiring, developing, and managing an HR team.

Familiarity with HR practices and labour laws in Taiwan, Nepal, the Philippines, and Malaysia is highly desirable.

Skills and Competencies:

Strong knowledge of HR principles, practices, and employment laws.

Excellent communication, interpersonal, and negotiation skills.

Ability to work effectively in a multicultural and diverse environment.

Strong organizational and project management skills.

Proficiency in HRIS and other HR software.

Personal Attributes:

Passionate about children education.

High ethical standards and integrity.

Strategic thinker with a proactive approach to problem-solving.

Ability to handle sensitive and confidential information with discretion.

Flexibility and willingness to travel frequently to different countries.