JOOLA Hiring! Full Time APAC Manager, Human Resources in - Ricebowl

About JOOLA

JOOLA is a globally recognised table tennis and pickleball brand with an expanding presence across Asia-Pacific. With over 70 years of heritage in racket sports and a strong commitment to innovation, we create products and experiences for players at every level - from everyday enthusiasts to elite athletes competing at the highest levels of the sport.

As JOOLA continues to grow, so do the opportunities for our people. Our expanding regional business offers exposure across markets, functions and cultures, as well as the chance to take on broader responsibilities and help build new capabilities. We want our people to develop alongside the organisation by deepening their expertise, broadening their experience and taking on new challenges as opportunities emerge.

We combine the energy and ownership of an entrepreneurial environment with the ambition of a global brand. At JOOLA, you will be encouraged to contribute ideas, work across boundaries and make a visible impact - not only within your role, but also on the next stage of our growth.

Our global headquarters is based in the United States, and our Asia-Pacific headquarters is based in Singapore.

Take your Next Step with JOOLA

We are looking for an experienced and hands-on APAC HR Manager to take ownership of key people priorities across our growing regional business.

This is a regional role spanning HR business partnering, organisation and workforce planning, talent acquisition, performance management, employee relations, HR operations and employment governance. Working closely with the Global and APAC leadership, Country General Managers and functional leaders, you will help shape and deliver people solutions that strengthen organisational capability and support business performance across multiple APAC markets.

You will act as a trusted adviser to leaders while leading the execution of regional HR priorities. The role requires the confidence to operate independently, challenge constructively and exercise sound judgement on complex people matters. It also requires a willingness to remain close to execution and ensure that agreed priorities are carried through effectively across different markets and jurisdictions.

This is suited to an established HR generalist who is comfortable operating beyond a single market or specialist discipline and wants meaningful ownership in building a more mature, consistent and scalable regional organisation.

Key Responsibilities

1. Regional HR Business Partnering and Organisation Effectiveness

• Partner Country General Managers and functional leaders on workforce priorities, organisation design, capability requirements and team effectiveness
• Translate business plans into workforce and people priorities, identifying organisational gaps and recommending practical interventions
• Provide senior leaders and managers with clear, commercially grounded advice on people, performance and organisational matters
• Coach managers on leadership effectiveness, employee development, feedback and difficult people decisions
• Identify emerging workforce and organisational risks and ensure that material matters are addressed or escalated promptly
• Contribute to workforce planning and the implementation of approved organisation structures and manpower plans

2. Performance Management and Employee Relations

• Drive consistent implementation of performance management across APAC, including goal setting, probation, development planning, performance reviews and performance improvement
• Guide managers through complex performance and employee relations matters, balancing commercial requirements, employee considerations and local employment obligations
• Lead the HR management of conduct, grievance, disciplinary, termination and other sensitive employee matters
• Establish clear documentation, decision-making discipline and follow-through across employment matters
• Identify recurring management or organisational issues and recommend broader interventions rather than addressing cases only in isolation

3. Regional Talent Acquisition

• Lead end-to-end recruitment for management, specialist and other priority roles across APAC
• Partner hiring leaders to define organisation needs, role requirements, candidate profiles and assessment standards
• Advise leaders on talent availability, hiring trade-offs, organisational fit and compensation considerations
• Build direct sourcing capability and regional talent pipelines, reducing reliance on external agencies where practical
• Manage recruitment partners selectively for senior, specialist, language-specific or difficult-to-fill appointments
• Ensure hiring decisions remain aligned with approved workforce plans, organisational requirements and regional standards

4. HR Governance, Operations and Employment Compliance

• Maintain oversight of employee lifecycle processes across assigned APAC markets, ensuring accuracy, timeliness and appropriate governance
• Strengthen regional consistency in employment documentation, compensation changes, promotions, transfers, onboarding and exits
• Oversee the quality and integrity of employee data, HR systems, payroll inputs and statutory employment records
• Monitor employment requirements and emerging workforce risks across relevant APAC jurisdictions
• Determine when local legal, tax, payroll or specialist advice is required and manage external advisers effectively
• Strengthen checks and balances around employment decisions while enabling country teams to operate effectively
• Escalate material employment, compliance or governance risks with clear analysis and recommended actions

5. Regional HR Programmes and Organisational Development

• Lead selected APAC HR programmes from design and planning through implementation and adoption
• Translate regional strategies and frameworks into practical tools, processes and country-level implementation plans
• Drive initiatives involving job architecture, compensation, promotion, performance management, manager capability and organisational change
• Manage programme scope, stakeholders, timelines, dependencies and risks across multiple markets
• Balance regional consistency with legitimate local business and regulatory requirements
• Assess the effectiveness of implemented programmes and make recommendations for improvement

6. Process Improvement and Regional Enablement

• Identify structural gaps, recurring inefficiencies and areas of organisational risk across the regional HR operating model
• Standardise, simplify and automate HR processes where doing so improves quality, governance or scalability
• Develop practical playbooks, templates and management tools that strengthen organisational capability and reduce dependency on individuals or external providers
• Partner Finance, Legal, IT and other functions on workforce, organisational and entity-related matters
• Represent the HR perspective in broader APAC business and operational initiatives
• Support the continued development of APAC headquarters and Singapore operations as the regional organisation grows

What We’re Looking For

• 7-9 years of progressive HR experience, with substantial generalist exposure across multiple HR disciplines
• Regional or multi-country experience within APAC, preferably gained in a multinational or fast-growing organisation
• A strong track record of partnering senior business leaders and advising on workforce, organisation, performance and employee matters
• Breadth across HR business partnering, talent acquisition, employee relations, performance management, HR operations and employment governance
• Experience leading regional HR programmes or organisational initiatives involving multiple markets and senior stakeholders
• Working knowledge of employment practices across multiple APAC jurisdictions, together with the judgement to recognise when specialist advice is required
• Strong recruitment capability, including direct sourcing, senior candidate assessment and hiring-manager calibration
• Ability to analyse business and organisational issues, identify underlying causes and develop practical solutions
• Strong programme management and execution discipline, with the ability to drive several priorities concurrently
• Commercial judgement and a clear understanding of how people decisions affect business performance, cost, organisational risk and execution
• Confidence working independently and constructively challenging leaders where required
• Sound judgement, discretion and maturity when managing sensitive or high-stakes matters
• Comfort operating in an environment where structures, processes and accountabilities are continuing to develop
• Strong written and spoken English, with proficiency in another APAC language considered advantageous

Why Join Us?

At JOOLA, you will have the opportunity to take ownership of your work and make a meaningful contribution. As part of a growing business, you will be able to learn, take on new challenges and develop your career.

Our core values define how we work together towards our brand promise:

• Innovation - We approach challenges with curiosity and initiative. We take responsibility for solving problems and look for better ways to serve our customers and strengthen our business.
• Inspiration - We bring a champion mindset to our work. We set high standards, pursue meaningful goals and continually seek to improve.
• Inclusion - We work collaboratively, communicate openly and treat one another with respect. We value the different backgrounds, experiences and perspectives across our teams and markets.

Our Commitment to Inclusion

JOOLA is committed to maintaining an inclusive and respectful workplace. We welcome applications from all suitably qualified candidates and make employment decisions based on the requirements of the role, relevant experience, demonstrated capabilities and organisational needs, in accordance with applicable local employment laws.