Senior Manager, Country HR

Are you ready to unleash your potential?

At Deloitte, our purpose is to make an impact that matters for our clients, our people, and the communities we serve.

We believe we have a responsibility to be a force for good, and WorldImpact is our portfolio of initiatives focused on making a tangible impact on society’s biggest challenges and creating a better future. We strive to advise clients on how to deliver purpose-led growth and embed more equitable, inclusive as well as sustainable business practices.

Hence, we seek talented individuals driven to excel and innovate, working together to achieve our shared goals.

We are committed to creating positive work experiences that foster a culture of respect and inclusion, where diverse perspectives are celebrated, and everyone is recognised for their contributions.

Ready to unleash your potential with us? Join the winning team now!

Work you’ll do

Country HR (CHR) is responsible for managing the HR function within a specific country, ensuring alignment with the Southeast Asia (SEA) HR vision, mission, and strategies. This role focuses on adapting SEA HR strategies to the local country context, addressing local needs, regulations, and ensuring compliance with local laws. The CHR will collaborate closely with Regional (BU) HR, Centers of Excellence (COEs), and local senior leadership to drive the talent strategy, execute HR priorities that support operational goals and enhance employee engagement.  Additionally, the CHR also supports the Internal Client Servicing Functions within the Country.

Key Responsibilities:

1. Strategic HR Alignment:
• Collaborate with Regional and local BU HR and COEs to adapt SEA HR strategies to the local country context, ensuring alignment with business needs, local labour regulations, and cultural requirements.
• Ensure HR initiatives support local business goals, strategic talent requirements and operational needs.

2. Compensation & Benefits:
• Support and partner Rewards COE to ensure the country-specific compensation structure and benefits packages are competitive and in compliance with local laws.  Additionally, the benefits packages should offer comprehensive coverage that prioritizes the well-being and needs of the workforce, ensuring they are adequately protected in all aspects.
• Share local labour requirements and market trends in compensation and benefits, sharing insights and recommendations with COE and Regional and local BU HR. 
• Work closely with Finance to consolidate country-specific compensation data and ensure alignment with broader financial strategies if required.

3. Employer Branding, Campus Strategy:
• As the brand ambassador, the CHR partners the Employer Branding team to strengthen the employer brand, and enhance visibility.
• Oversee the in country campus recruitment strategy, strengthen Deloitte’s branding and strengthen the relationship with tertiary institutions.

4. Payroll Management (where applicable): 
• Oversee the monthly payroll processing and ensure that it is error free.
• Ensure accurate and timely end-to-end payroll processing, including calculating wages, managing deductions, calculating leavers’ last pay, employee claims, and preparation of statutory enrolments, compliance and reports ensuring compliance with relevant laws and regulations.

• Ensure all new hire data are accurately encoded in the payroll system.
• Ensure new hires, resignees and terminations are captured in a timely manner for payroll processing, including interns and Partners.
• Prepare documents for employee’s income tax returns.
• Review and manage employee insurance plans from contracting to payment (where applicable). 
• Attending to Statutory External Reviews, and Deloitte Internal Practice Reviews.
• Statutory and internal reports.

5. Employee Relations & Compliance:
• Advise and support Regional, local BU HR and Ethics Office in resolving employee relations issues, ensuring compliance with local labor laws and handling disputes in collaboration with the Ethics Office and Office of General Counsel (OGC) where required.
• Support and lead any disciplinary inquiry where required. 
• Ensure that all HR policies and HR-related practices comply with local labour laws, collective agreements (if any), and regulations.
• Implement and maintain policies and procedures that align with relevant ISO standards. 
• Act as a gatekeeper for HR policies and ensuring they align with local labour law requirements.

6. Employee Engagement & DEI:
• Support Diversity, Equity, and Inclusion (DEI) initiatives tailored to the country, aligning with regional and national diversity goals and legal requirements.
• Implement employee engagement strategies that reflect the unique cultural and business needs of the country.
• Manage or support country-specific employee engagement activities (e.g., year-end parties, sports events) to enhance morale and strengthen the company culture.  Guide any sports, interests, recreational clubs on the purpose of the employee engagement activities

7. Performance Management & Sanction:
• Ensure that performance management processes comply with local labour laws, especially regarding sanctions and disciplinary actions.
• Oversee and implement disciplinary action process tailored to the country’s expectations and legal requirements.

8. Health, Well-being & Safety:
• Focus on country-specific health and well-being programs, ensuring compliance with local health regulations and addressing employee concerns.
• Respond to and develop Standard Operating Procedures (SOPs) to address any epidemic or pandemic, in partnership with Facilities.

9. Learning & Development:
• Ensure compliance with local regulations regarding continuing professional education and technical certifications.
• Identify the learning needs and emerging skills required for the specific geography and collaborate with the Learning & Development COE to address these needs effectively, ensuring that the workforce is equipped with the necessary skills for future growth and success.
• Tab on any in-country government funds and subsidies where appropriate

10. Onboarding & Orientation:
• Oversee the onboarding and orientation sessions for new hires, ensuring a smooth transition into the company culture and operations.

11. Business Continuity Plan:
• Ensure the safety and well-being of employees during disruptions, implementing policies and procedures for crisis situations, and facilitating clear communication at Country level.

12. Systems:

• To ensure that the processes wired in the systems address local employment regulations and Deloitte’s policies.

Your role as a leader

At Deloitte, we believe in the importance of empowering our people to be leaders at all levels. We connect our purpose and shared values to identify issues as well as to make an impact that matters to our clients, people and the communities. Additionally, Senior Managers across our Firm are expected to:

• Establish a strong leadership brand and inspire their team through passion, integrity, and appreciation of others.
• Make effective use of resources to optimise value.
• Demonstrate the success and efficiency of Deloitte through leveraging its network and people.
• Deliver exceptional quality results and stakeholder value by leveraging each person’s strengths to build high performing teams across businesses and borders.
• Apply deep knowledge of disruptive trends and competitor activity to drive continuous improvement.
• Build deep professional relationships across a diverse network and use a flexible influencing style to gain buy-in and drive impact.
• Translate broader strategy into a compelling team vision and goals as well as align the team and sets priorities to achieve objectives.
• Contribute to building an inclusive talent pipeline by creating a talent experience that attracts, develops and retains diverse, top talent and high performing teams.

Requirements

• Proven experience in HR management, with a strong understanding of local labour laws, employment regulations, and HR best practices.
• Expertise in managing compensation and benefits, employee relations, and compliance within a specific country.
• Strong communication and interpersonal skills to collaborate with senior leadership, BU HR, COEs, and employees.
• Knowledge of DEI best practices and experience in implementing employee engagement programs.
• Experience with HR technology and the ability to adapt systems for local country requirements.
• Appreciation and good understanding of the full spectrum of HR functions, from talent acquisition and performance management to learning and development.
• Strong problem-solving skills and a proactive approach to addressing employee relations and organizational issues.

Due to volume of applications, we regret only shortlisted candidates will be notified. Candidates will only be contacted by authorised Deloitte Recruiters via firm’s business contact number or business email address.