VP, People Strategy

Job Description

As VP People Strategy, you will act as the Chief People Officer's strategic deputy and chief integrator across QIMA's HR function. This is not a traditional line management role — you will operate as a senior "Super PMO", ensuring that the CPO's agenda is executed with rigour, speed, and coherence across the Centers of Excellence, Shared Services and the Business stakeholders. The role is designed as a potential stepping stone toward the CPO position over time.

Key Responsibilities

1. HR Operating Model & Transformation

• Lead the design update and rollout of QIMA's HR operating model, including the Centre of Excellence structure (Talent Acquisition, Systems & Operations, Training) and Shared Services.
• Drive cross-functional initiatives that generate operational synergies and harmonize HR support across regions (APAC, EMEA, Americas).
• Translate the CPO's strategic priorities into structured project plans with clear milestones, owners, and KPIs.

2. Talent Strategy

• Design and maintain a global job architecture and grading framework as the foundation for fair and consistent pay decisions, to provide employees visibility on career growth globally.
• Maintain a broad knowledge across all HR disciplines — talent acquisition, compensation & benefits, HRIS, learning & development, employee relations — to identify gaps, escalate risks, and challenge CoE leaders constructively.
• Support the CPO on sensitive HR matters including senior hiring, restructurings, and cross-border compliance issues.

3. HR integrations

• Setup the HR integration playbooks along with the M&A Integration team
• Coordinate HR integrations with the local HR Business Partners

4. AI Enablement

• Champion the deployment of AI tools (including Claude/Cowork and other platforms) within the HR team and across QIMA's broader workforce, in partnership with the AI & Tech functions.
• Identify automation and AI augmentation opportunities across HR processes (onboarding, performance, learning, payroll admin) and lead their prioritization and implementation.

5. CPO Office, Governance, Stakeholder Partnering

• Coordinate the HR leadership team rhythm: prepare agendas, track decisions, follow up on action items, and ensure accountability across the CoE heads and with the global HR BPs.
• Prepare executive communications, board materials, and HR strategy documents on behalf of the CPO.
• Act as the Business Partner for the central Support Functions (Finance, Tech, Marketing)

Qualifications

1. Experience & Background

• 10–15 years of progressive HR experience, with proven exposure to multiple HR disciplines (minimum: generalist + at least one specialist domain).
• Experience in international, multi-country environments; comfortable working across Asia, Europe, and the Americas.
• Track record in HR transformation, operating model design, or large-scale organizational change programs.
• Prior experience in a Chief of Staff, HR PMO, or senior HRBP role supporting a CHRO/CPO is a strong plus. 

2. Skills & Competencies

• Exceptional project management and structured thinking; able to manage multiple workstreams simultaneously with rigour.
• Strong digital and data literacy; genuine interest in and proven use of AI tools and their application to HR processes.
• Outstanding communicator — able to synthesize complex topics for senior audiences and write executive-level content.
• Fluent in English (mandatory); additional languages are a plus.
• High personal drive; thrives in a fast-paced, international, execution-oriented culture.

Additional Information

QIMA provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all countries with no geographical limitations.

Our policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.