Employee Relations and HR Business Partnering Lead, Hong Kong (HK)

We are partnering with a leading financial services organisation, with a strong presence across Asia and a well-established regional footprint. Headquartered in Hong Kong, the business operates across multiple markets, including Greater China, Southeast Asia, and South Asia, leveraging a combination of wholly owned operations, joint ventures, and strategic partnerships to support its continued growth across the region.

The Employee Relations and HR Business Partnering Lead is a high-impact role combining Employee Relations leadership with HR Business Partnering for the Hong Kong and Macau markets. The position will be responsible for leading complex employee relations matters end-to-end, while partnering closely with business leaders to drive effective people strategies, organisational effectiveness, and a consistent employee experience across the markets. Reporting into the CHRO for the market, the role will act as a trusted advisor to senior stakeholders, providing expert guidance on employee relations, workforce issues, and broader HR initiatives. A key focus will be on strengthening ER frameworks and governance, while embedding best practices in people management and ensuring alignment with business objectives. This role requires a hands-on, commercially minded HR professional who can operate independently, influence at senior levels, and balance both strategic partnering and execution in a fast-paced environment.

The ideal candidate brings strong expertise across both Employee Relations and HR Business Partnering, with a proven track record of handling complex ER matters while advising business leaders in fast-paced, matrixed environments. A pragmatic and commercially minded HR professional, you demonstrate sound knowledge of employment practices (ideally within Hong Kong and Macau), and the ability to balance risk with business outcomes. The role requires a hands-on, self-sufficient individual who can operate independently, manage sensitive situations with confidence, and influence senior stakeholders effectively.

High visibility across group executive leadership. Opportunity to shape enterprise-wide people strategy. Strategic influence in a lean, empowered leadership structure.

High expectations with limited internal infrastructure. Requires navigation of complex stakeholder dynamics.