Head of Human Resources

About the Company

A fast-growing Southeast Asian fintech is building an all-in-one operating system for MSMEs, helping businesses manage everything from bookkeeping and payments to lending and financial services.

With a strong presence in Indonesia and plans to expand into the Philippines, the company is entering an exciting phase of growth. The business is backed by leading global investors and is approaching profitability, making this a unique opportunity to join a growth-stage company with significant scale and ambition. Build the people engine for our next stage of growth.

We're at an interesting inflection point. As the business scales from 500 to 750+ people, the complexity of the organisation changes. What worked at 300 people won't necessarily work at 750.

We're looking for a Head of People Partner & Development who wants to build that next chapter with us.This isn't a role where you inherit a fully built HR playbook and run it.

You will build it.

You'll partner closely with the VP HR and senior leadership team to translate business priorities into people strategies — building stronger managers, creating a high-performance culture, developing future leaders and designing an organisation that can scale without losing what makes it great.

What will you own

Build the People Partner engine-Work with business leaders to understand what the business needs — the capabilities, organisation structures, talent and leadership required to deliver it. Build the People Partner function, processes and ways of working around those needs.

Make performance actually matter -Build a performance system that goes beyond annual reviews. Create clarity around expectations, enable better manager conversations, drive meaningful calibration and connect performance to development, promotions and rewards.

Build the next generation of leaders -Identify the people who can become tomorrow's leaders. Build talent reviews, succession plans, leadership development and differentiated development journeys for high-potential talent.

Design an organisation that scales - As teams grow, organisations naturally become more complex. You'll work with leaders to solve organisational bottlenecks, rethink structures, improve decision-making and ensure we have the right spans, layers and capabilities at every stage.

Build careers, not just jobs - Create career frameworks, levelling and internal mobility that give people clarity on how they can grow — while helping the organisation retain and develop its strongest talent.

Build a culture of continuous learning -Create scalable manager development, leadership programmes and learning systems that improve capability across the organisation — without building programmes for the sake of programmes.

What makes this role different

The People Partner & Development function is still at an early stage. There is significant opportunity to build the foundation — team, processes, systems and capability — from the ground up.

You will have the opportunity to:

• Work directly with senior leadership on business-critical people decisions
• Build and shape the People Partner & Development function
• Influence how managers and leaders operate
• Build the leadership pipeline for the next phase of the company
• Solve organisational problems before they become organisational crises
• Create systems that can scale from 300 to 750+ people
• Challenge existing thinking and bring a strong point of view on people and organisation

We're looking for someone who...

• Has 10+ years of experience in People / HR, ideally in a high-growth startup or a fast-scaling technology organisation
• Has worked closely with senior leadership and management teams
• Has strong depth across at least 2–3 areas such as HRBP / People Partnering, performance and rewards, talent development, L&D or organisational design
• Can diagnose a people problem, understand the underlying business issue and present practical solutions
• Is comfortable influencing senior stakeholders without relying on hierarchy
• Has built or scaled people systems rather than simply operating established processes
• Has a strong business and commercial mindset and understands how people decisions impact growth, efficiency and execution
• Is highly hands-on and comfortable getting into the details when required
• Can communicate with clarity, challenge constructively and bring people together around difficult decisions