What We Can Achieve Together: This role is open to candidates based in any Asia Pacific country in which The Nature Conservancy has an established entity with a strong preference for Hong Kong and Singapore. A member of TNC’s Global People Team, the HR Director, Asia Pacific Region is a senior-level HR business partner who provides high level services and strategic direction in support of an inclusive culture of high performance where all people can thrive while encompassing talent management, organizational development, employee relations, risk management, and recruiting. They manage a team of HR professionals located in multiple locations within the Region and have overall responsibility for providing the full spectrum of integrated HR support to their assigned client group. This position reports directly to the Sr. HR Director, Global Programs. As a hands-on team leader and strategic Human Resources business partner, the HR Director will drive, implement, operationalize, and follow-through on all HR activities and relevant people initiatives across the Asia Pacific Region. Focusing on fostering an organizational culture of high performance, wellbeing, and belonging, they will play a crucial role in understanding business needs and developing change and talent management strategies to achieve outcomes that meet TNC’s organizational goals in support of its mission. Reporting to the Sr. HR Director, Global Programs and partnering with regional senior leaders, collaborating with colleagues across the People Team and other global regions, the HR Director ensures a consistent approach in applying HR policies and practices across the Region. The HR Director will adapt and integrate global people and culture strategies and lead a team of HR professionals to deliver comprehensive and robust HR services aligned with TNC’s vision for people and culture. RESPONSIBILITIES & SCOPE - Provide direct strategic counsel and subject matter expertise to AP Regional Managing Director, Director, F&O, AP Region, and Leaders throughout the Region. - Serve as a change agent, strategic HR business partner and resource to senior leadership and managers for all people and culture initiatives. - Understand business needs and develop talent management strategies that support and advance organizational goals including managerial excellence for leaders. - Lead, manage and develop a team of HR professionals delivering comprehensive HR services and support across the full range of the employee life cycle from the tactical to strategic. - Ensure talent planning, succession planning, professional development, organizational design, and organizational development efforts are aligned with business needs and consistent with TNC’s overall strategic direction and approach. - Integrate, adapt, and contextualize global people strategies (talent, culture, diversity, inclusion, equity) to meet the unique needs of the AP Region. - Collaborate with the Talent Acquisition Team to build a highly performing diverse workforce; ensure access to effective recruitment support to attract and retain top talent. - Coach and develop the HR team to ensure a high level of service, team effectiveness, and alignment around HR strategy to include addressing employee relations matters with empathy and clarity and consistent with policy. - Help AP leaders to model a culture of accountability, holding oneself and others accountable for their contributions. - Engage with Business Unit leaders and line managers to address complex employee relations issues and ensure compliance with TNC policies and relevant employment laws; point of contact with the Employee Relations and Ethics and Compliance Teams. - Partner and collaborate with leadership, working teams and HR SMEs to foster a positive organizational culture, employee wellbeing, and drive change management initiatives. - Ensure people strategies align with TNC’s effort to promote TNC Values and a culture of belonging. What You’ll Bring: - Bachelor’s degree and a minimum of 8 years related experience as a senior leader in Human Resources. - Professional experience must encompass an HR generalist role to include all of the following: talent management, employee relations, training and development, organizational development and recruiting. - Experience in strategic talent management environment for a diverse, geographically dispersed, highly matrixed and multicultural international organization. - Direct experience working with international programs in the HR arena. - Experience leading and managing a large team of HR professionals. - Experience coaching and mentoring senior leaders, professionals, and mid-level managers with all types of people management needs. - Experienced facilitator. - Experience with leading projects and coordinating the work of others. - Experience using MS Office software with experience in constructing and producing reports, presentations, data manipulation, and analysis. - Ability to travel up to 20%, both within Asia Pacific and internationally. Desired Qualifications: - Multi-lingual skills and multi-cultural or cross-cultural experience appreciated. - High degree of cultural agility and intelligence with a demonstrated ability to integrate and adapt global HR strategies to local contexts in a culturally competent way. - Between 10-15 years Senior HR Generalist experience. - Advanced degree in Human Resources Management or related discipline. - SPHR, SHRM-SCP or equivalent professional certification or license as required by local labor law. - Strong experience influencing without authority. - Fluency in at least one foreign language to support a global program. - Excellent interpersonal skills and strong client service orientation. - Excellent communication skills, written and verbal, with all levels of individuals. - Ability to negotiate and deal effectively, tactfully, and honestly. - A proven strategic thinker with sound technical skills, analytical ability, and good judgment. - Ability to develop a working knowledge of relevant conservation issues. - Excellent presentation skills. - Experience in conflict resolution techniques. - Proven ability to work in a fast paced, stressful, and highly visible environment. Who We Are: The Nature Conservancy’s mission is to protect the lands and waters upon which all life depends. As a science-based organization, we create innovative, on-the-ground solutions to our world’s toughest challenges so that we can create a world in which people and nature thrive. We’re rooted in our mission and guided by our values, which include respect for all people, communities, and cultures. Whether it’s career development, flexible schedules, or a rewarding mission, there’s many reasons to love life inside TNC. Want a better insight to TNC? Check out our TNC Talent playlist on YouTube to hear stories from staff or visit Glassdoor. One goal is to cultivate an inclusive work environment so that all our colleagues around the globe feel a sense of belonging and that their unique contributions to our mission are valued. In addition to the requirements in our job postings, we recognize that people come with talent and experiences outside of a job and consider each applicant’s unique experience. Please apply – we’d love to hear from you. To quote a popular saying at TNC, “you’ll join for the mission, and stay for the people.” What We Bring: Since 1951, TNC has been doing work you can believe in. Through grassroots action, we have grown from a small non-profit into one of the most effective and wide-reaching environmental organizations in the world. Thanks to more than 1 million members, over 400 scientists, and the dedicated efforts of our diverse staff and partners, we impact conservation around the world! TNC offers competitive and comprehensive benefits packages tailored to the individual countries where we work. These may include health care benefits, retirement benefits, parental leave, paid time off, life insurance, and disability coverage as well as an employee assistance program and other life and well-being benefits. Learn more about our Benefits and Perks here. We’re proud to offer a flexible work environment that supports the health and well-being of the people we employ. Our recruiting process includes a rolling interview process to ensure we engage applicants in a timely manner. This means we may review applications in the order in which they are received. Once a strong candidate pool is identified, the role will be unposted. The timeline may vary depending on the expressed interest in the role, so we highly encourage candidates to apply as soon as possible. Employees must submit their application by logging into Workday and applying via the Jobs Hub. The Nature Conservancy is an Equal Opportunity Employer. Our commitment to equal employment opportunity includes the recognition that our conservation mission is best advanced by the leadership and contributions of people of all backgrounds, beliefs, and culture. Recruiting and mentoring staff to create an inclusive organization is a priority, and we encourage applicants from all cultures, races, colors, religions, sexes, national or regional origins, ages, disability status, sexual orientation, gender identity, military, protected veteran status or other status protected by law. The successful applicant must meet the requirements of The Nature Conservancy's background screening process. TNC is committed to offering accommodations for qualified individuals with disabilities and disabled veterans in our job application process. If you need assistance or an accommodation due to a disability, please send a note to applyhelp@tnc.org with Request for Accommodation in the subject line.

• Serve as a trusted HR Business Partner to senior technical and product leadership, aligning HR initiatives with business strategy and product goals. • Facilitate organizational and structural changes, ensuring smooth transitions and strong communication throughout the teams. • Support business strategy execution by identifying talent gaps, advising on workforce planning, and helping build high-performing, scalable teams. • Ensure a high-quality onboarding and adaptation process for new hires and internal transfers within technical/product teams. • Support personal development planning together with leadership: facilitate regular conversations, track progress, and promote continuous learning. • Lead and enhance development frameworks for technical and managerial roles. • Coach and mentor managers on leadership skills, team development, effective communication, and conflict resolution. • Facilitate team sessions, strategic workshops, retrospectives, and alignment meetings. • Promote modern leadership practices, psychological safety, accountability, and collaboration across teams. • Lead succession planning initiatives for critical technical roles and leadership positions. • Identify key performers and high-potential employees; collaborate with managers on personalized retention strategies. • Monitor team climate and proactively address risks related to engagement or turnover. • Drive performance management processes within technical teams, ensuring clarity of expectations and quality of feedback cycles. • Oversee HR activities such as career development, recognition, internal mobility, and organizational communication. • Provide guidance on compensation discussions and working with data-driven insights to support decision-making. • Conduct regular 1:1s with employees and manage Employee Relations with professionalism and empathy. • Organize exit interviews and ensure a smooth offboarding experience with relevant insights captured.

• Serve as a trusted HR Business Partner to senior technical and product leadership, aligning HR initiatives with business strategy and product goals. • Facilitate organizational and structural changes, ensuring smooth transitions and strong communication throughout the teams. • Support business strategy execution by identifying talent gaps, advising on workforce planning, and helping build high-performing, scalable teams. • Ensure a high-quality onboarding and adaptation process for new hires and internal transfers within technical/product teams. • Support personal development planning together with leadership: facilitate regular conversations, track progress, and promote continuous learning. • Lead and enhance development frameworks for technical and managerial roles. • Coach and mentor managers on leadership skills, team development, effective communication, and conflict resolution. • Facilitate team sessions, strategic workshops, retrospectives, and alignment meetings. • Promote modern leadership practices, psychological safety, accountability, and collaboration across teams. • Lead succession planning initiatives for critical technical roles and leadership positions. • Identify key performers and high-potential employees; collaborate with managers on personalized retention strategies. • Monitor team climate and proactively address risks related to engagement or turnover. • Drive performance management processes within technical teams, ensuring clarity of expectations and quality of feedback cycles. • Oversee HR activities such as career development, recognition, internal mobility, and organizational communication. • Provide guidance on compensation discussions and working with data-driven insights to support decision-making. • Conduct regular 1:1s with employees and manage Employee Relations with professionalism and empathy. • Organize exit interviews and ensure a smooth offboarding experience with relevant insights captured.

TransUnion's Job Applicant Privacy Notice What We'll Bring: The Senior Director, HR Business Partner – LATAM serves as the senior-most people leader for the Region, operating as a member of the LATAM Senior Leadership Team (SLT) and as a strategic advisor to LATAM business executives across businesses in 10 counties. The role has influence for shared services, technology, operations, and commercial teams. This includes adapting the global HR operating model, strategies and corporate initiatives, to the Regional business needs, execution and regulatory demands, and local client and market landscapes. The Regional headcount exceeds a thousand associates, and TransUnion’s LATAM business currently generates roughly over $100M in annual revenue. This is projected to double after full integration of the upcoming acquisition of Buró de Crédito. Ambitions growth is expected by 2030, supported by geographic growth, new capabilities, and product innovation. What You'll Bring: Key Responsibilities - Strategic Business Partnership - Organizational Design, Health & Transformation Leadership - Talent Strategy, Succession & Leadership Development - Culture, Engagement & Inclusion - Workforce Planning & Headcount Management - Employee Relations, Risk & Compliance - HRBP Team Leadership - Direct the growth of TransUnion as a destination employer by evolving and driving the Talent Acquisition strategy, including employer branding, recruiting, onboarding, new hire learning and talent management. - Understand the global and local business strategy and tactical execution plan in order to support the delivery and achievement of key performance objectives. - This role is critical in driving and enhancing the employee experience and engagement. - Proactively drive positive employee relations and evolve the culture in line with TransUnion’s mission, values and beliefs through open communication and balancing associate advocacy and manager consultation on employee relations and associate performance. - Provide operational human resources support and guidance in the areas of performance, career planning, resource planning, development, recognition and supporting people leaders to manage talent and drive engagement. - Build leader and manager capability to manage and support change, including driving AI adoption, and implementation thereof in HR service design and delivery. - Ensure HR Information Systems are fully leveraged to support TransUnion’s culture and are deployed and adopted to facilitate effective reporting, measurement and data integrity to underpin key functionality for effective payroll and benefit administration. - Works with all Centers of Excellence (CoEs) to deliver center-led HR initiatives in Region, ensuring these are scaled and adapted appropriately for local consumption. - Is well versed in market benchmarks, compensation requirements, and ensures the sustainability and relevance of all benefit programs offered to associates, including support of overall health and wellness. - Manages cost center budgets and establishes and manages vendor relationships with third-party recruiters, consultants, trainers, coaches etc. - Applying process to execute with excellence. In addition, directs, manages and supports the local HR team and business by: - Managing HR projects end to end. - Contributing to global company policies and procedures, revisions, implementation and communication. - Value-added deployment and follow-through of HR initiatives, processes and systems. - Coaching and counselling employees, managers and leaders on a variety of routine/moderately complex employee relations issues and providing problem resolution and conflict management guidance. - Proactively identifying areas for improvement and development plans/approaches to remediate employee issues. - Managing core HR practices (e.g. compensation administration, performance management) and partnering with CoEs to ensure best practices and efficiencies. - Driving manager and associate self-sufficiency with HR technology, use of AI, and alignment with regular HR processes. Impact You'll Make: Qualifications & Experience - 12+ years HR leadership experience in multinational environments, including emerging markets - University degree, and a Human Resources professional designation an asset - Multinational LATAM experience preferred - Experience in org design, M&A, and regulated industries - Ability to influence senior executives and operate as a strategic advisor - Strong command of talent management, workforce planning, succession, and leadership development - Analytical thinking and experience with HR technology, ideally Workday, and exposure to Applicant Tracking, Sourcing and Learning Management Systems, and AI - Comfortable working in a constantly changing environment with strong organizational skills and the ability to multitask - Customer focus with strong interpersonal and communication skills (both verbal and written) - Proven risk management skills with an ability to analyze issues, understanding group dynamics and communicate well at all levels - Ability to work well as part of a team and individually with minimal supervision, as required - Fluent in Spanish and English Competencies - Strategic Agility - Change Leadership - Executive Influence - Enterprise Mindset - Data-Driven Leadership - Inclusive Leadership This is a hybrid position and involves regular performance of job responsibilities virtually as well as in-person at an assigned TU office location for a minimum of two days a week. TransUnion Job Title Sr Director, Human Resources