People Business Partner

• Be the business strategist for APAC. Understand where the regional business is going and bring leaders a clear point of view, with tradeoffs laid out. Translate business goals into talent decisions (org design, workforce planning, leveling, succession), and use data to spot attrition risk and capability gaps before the business feels them.

• Lead end-to-end People programs across the employee lifecycle. Own onboarding through exit, including payroll and benefits coordination, leave, compensation, performance, engagement, and employee relations, within local requirements. Direct HQ People Operations, Payroll, Legal, Total Rewards, and local advisors and vendors: set priorities by risk, impact, and reversibility, assign owners, and drive each issue to resolution. Where infrastructure doesn't exist, build a working version yourself, then add self-service resources, manager guides, and clear escalation paths.

• Connect Sunnyvale and APAC. Bring regional perspectives into global decisions early and make global programs work locally. Know what must stay consistent worldwide and what should flex by country, and bring HQ recommendations with tradeoffs, not just concerns.

• Lead the region through growth and change. Support expansion into new countries and entities, reorganizations, and leadership transitions with a clear plan, narrative, and follow-through.

• Increase talent density. Lead calibration, promotion, and talent review. Develop top talent, coach managers to raise the bar, and handle performance and employee relations issues with judgment, discretion, and dignity. Move fast and move safe.

• 8+ years of HR experience, including 3+ years partnering directly with senior leaders (preferably in high-tech) and experience as the sole or lead People leader for a country or region.

• Breadth across the full HR function: employee relations, compensation, payroll and leave administration, performance management, org design, and engagement. You move comfortably from an individual pay issue to a reorganization conversation with an executive on the same day.

• Working knowledge of employment practices in Japan and Korea, and the judgment to know when to bring in local counsel.

• Strong business acumen and data fluency. You understand how the business makes money and where the constraints are, and you communicate clearly and directly with executives.

• High agency and strong judgment. You've led a region or business with minimal direction, directed partners without formal authority, and decided with incomplete information. You know when to move fast, when to slow down an irreversible decision, and how to prioritize ruthlessly.

• A record of influencing in both directions: advocating for a region with HQ and challenging regional leaders, while telling a legal requirement from a business need or a preference.

• A record of leading change, including implementing global programs locally and guiding teams through growth or reorganization.

• Business-level fluency in Japanese or Korean (a plus), and comfort working across time zones with a California-based team.

• Experience supporting engineering, research, or other highly technical organizations.

• Experience supporting expansion into new countries, including entity setup and work with an employer of record or PEO.

• Experience building People programs from scratch in a high-growth company.

Don't meet every single requirement? If you're excited about this role but your past experience doesn't align perfectly with every qualification in the job description, we encourage you to apply anyway. You may be just the right candidate for this or other roles. Applied Intuition is an equal opportunity employer and federal contractor or subcontractor. Consequently, the parties agree that, as applicable, they will abide by the requirements of 41 CFR 60-1.4(a), 41 CFR 60-300.5(a) and 41 CFR 60-741.5(a) and that these laws are incorporated herein by reference. These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, sexual orientation, gender identity or national origin. These regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or disability. The parties also agree that, as applicable, they will abide by the requirements of Executive Order 13496 (29 CFR Part 471, Appendix A to Subpart A), relating to the notice of employee rights under federal labor laws.