HRBP - M&A

• Conduct HR due diligence assessments and review current personnel structures
• Assess and support harmonization of HR processes, policies, and organizational structures
• Review employment contracts, compensation structures, pension schemes, and sales commission models
• Evaluate workforce planning assumptions and organizational effectiveness
• Support integration planning and execution to ensure smooth employee transition into Sonova
• Partner with business leaders and functional stakeholders during pre- and post-acquisition phases
• Identify people-related risks and recommend mitigation actions

• Supporting onboarding and integration into the Sonova organization and culture
• Providing guidance on HR policies, processes, and ways of working
• Supporting employee engagement and change management activities
• Acting as a trusted HR advisor during periods of transition

• Driving and coordinating regional HR initiatives across APAC
• Supporting organizational design, talent, and workforce planning projects
• Preparing presentations, analyses, and HR insights for leadership discussions
• Partnering with regional stakeholders to ensure alignment and execution of HR priorities
• Supporting change management and transformation initiatives

• 10+ years in HR with significant time as a senior HRBP in a complex, multi–country and/or consumer/technology/industrial/healthcare industries.
• Experience in leading organisation, function, country, or team transformation with measurable adoption and business impact, focusing on M&A, integration and HR Excellence.
• Effective partnering closely with Centers of Expertise (Talent, Rewards, L&D) and translating “CoE solutions” into functional org and people outcomes.
• Trusted advisor who has proven experience in coaching and challenging senior leaders, with high confidence and high empathy
• Proven capability in change leadership and adoption.Strong stakeholder management across diverse geographies and team; able to align leaders who may have competing priorities.
• Systems thinker: sees interdependencies across operating model, talent, culture, governance, and incentives. Strong data orientation: uses people analytics and insights to diagnose issues, prioritize interventions, and track effectiveness.
• Outcome-led and practical: can simplify complexity, make good trade-offs, and drive decisions to closure.
• Comfortable with ambiguity and pace; thrives in perform and transform mode (new function, new ways of working while enabling the organisation to deliver short-term outcome).