Senior Manager, Asia HR

About the role

At Brooks, we believe movement is the key to feeling more alive. That's why we're driven to create gear and experiences that take people to the place that makes them feel more alive - whether it's a headspace, a feeling, or a finish line. Everyone who works at Brooks is propelled by a company culture that sparks excitement, fuels collaboration, inspires creativity, and ignites innovation. Our brand values help bond us together and drive our success: Runner First We act in the best interest of the runner Word is Bond We do what we say we'll do Champion Heart We give our all in everything we do There is no "I" in Run We stay generous with our humanity Keep Moving We find ways to move every day, because joy is kinetic! We welcome everyone from every walk of life looking to inspire others through the power of movement - because we're all moving towards something. Let's run there. Your Job: As Sr. Manager, Asia HR, you are the senior HR leader for Brooks' dynamic and growing Asia footprint. This is a high-impact role that will shape how Brooks grows, engages, and supports its people across both our manufacturing operations and our growing sales & marketing organization. You ensure Brooks' global standards are delivered with strong local relevance for our Asia offices in China, Indonesia, Taiwan, and Vietnam. As a member of the HR leadership team, you will influence and inform HR strategies and priorities, ensuring the needs of the Asia region are effectively integrated. You are a thought partner to regional leaders and advocate for the Asia region perspective. This role is pivotal to Brooks' long-term success in Asia. You will drive meaningful outcomes across labor relations, compensation, payroll, leadership development, and the end-to-end employee experience ensuring our people strategy evolves alongside our business. In this role, you lead and inspire a team of HR professionals located in China, Vietnam and Indonesia to deliver best in class HR services to the Asia region.

Responsibilities

• Regional HR Leadership
• Own the design, implementation and evolution of an Asia HR operating model that can scale with business growth, new locations, and increasing workforce complexity.
• Advocate for regional needs while reinforcing enterprise thinking and consistency. Build the business justification and narrative to socialize and gain stakeholder alignment on recommended initiatives.
• Lead and manage a team of HR professionals dispersed across the region. Support career development to ensure job satisfaction, retention, and to identify and develop bench strength.
• Provide opportunities and feedback to team members to build their skill sets and stretch opportunities for them to grow their career.
• Establish strong, trust-based partnerships with Asia Production and Commercial business leaders and serve as a senior advisor providing pragmatic and forward-looking HR counsel.
• Collaborate with key stakeholders to better understand region and/or country-specific challenges; design, implement and scale programs or initiatives that respond to distinct cultural topics and concerns.
• Anticipate future people and capability needs through multi-year workforce and succession planning.
• Lead change management efforts related to growth, transformation, restructures, or new market entry.
• HR Operations & Compliance
• Develop, implement, and enhance human resources policies, procedures, and programs to ensure the effective operation of Brooks in the region.
• Ensure full compliance with local labor laws, employment contracts, and statutory requirements; including maintaining policies and handbooks for each location we operate with regular reviews and updates to align with current regulations and business landscape.as needed.
• Provide leadership oversight of payroll accuracy, vendor management, and data integrity across countries.
• Maintain strong audit readiness across payroll, benefits, and employment practices.
• Advise and counsel Asia leadership in resolving potentially complex employee issues including employee performance, disputes, and other sensitive matters.
• Partner closely with Legal, Finance, and Global HR to manage risk across employee relations, investigations, and regulatory changes.
• Ensure competitive and effective talent acquisition that attracts top talent to Brooks.
• Continuously improve HR operational efficiency through standardization, process design, and technology adoption.
• Identify opportunities to utilize technology automate or streamline ongoing HR operations. Oversee the implementation and communication of any changes.
• Talent Development & Culture
• Champion Brooks culture and values across diverse envi

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