Head of Digital HR

Who we are:

Digital Edge DC (Digital Edge) is a leading data center platform company, established to transform digital infrastructure in Asia. We seek to build the foundation for the world’s digital future, helping organizations to grow sustainably and empowering the populations they serve.

Through building and operating state-of-the-art, energy-efficient data centers rich with connectivity options, we bring new colocation and interconnect options to the Asian market, making infrastructure deployment in the region easy, efficient and economical. Backed by Stonepeak, a leading alternative investment firm specializing in infrastructure and real assets, Digital Edge has in excess of US$1.6 billion in committed capital.

Founded in late 2019, the company has grown rapidly across multiple markets in the region, with 31 data centers in operations and under construction, and this role is an exciting opportunity to join the team as we further expand our footprint across Asia.

Our values:

• Respect: We embrace diversity and collaboration.
• Innovation: We share ideas and solve problems.  
• Strive: We are driven and determined.
• Excellence: We seek to deliver the best.   
• Responsibility: We do what’s right for our people and the planet.

What we need:

Reporting to the Chief Human Resources Officer (CHRO) and based in Singapore, the Head of Digital HR owns the design, governance and continuous improvement of the end-to-end HR operating model, spanning HRIS, payroll, HR operations and data governance, ensuring scalable, compliant and efficient delivery across all geographies.

The role leads a team comprising the HRIS team (3), a Payroll/Admin specialist and a Senior HR Operations Manager.

Key responsibilities:

HR Operations & Service Delivery

• Own and design end-to-end HR operational processes (hire-to-retire), including clear global process maps and RACI models
• Establish clear SLAs, service catalogue and delivery standards
• Drive standardisation of HR processes across markets where feasible, while enabling appropriate local adaptations
• Partner closely with Country HR teams to execute against agreed global processes and guidelines, embedding a “think global, act local” mentality
• Deliver day-to-day HR Operations for HQ locations (Hong Kong and Singapore) and provide operational cover to Country HRBPs during absence or peak workloads
• Ensure no single point of failure across HR Operations
• Own governance, auditing and compliance for HR processes in collaboration with the HRBP team
• Manage work visa and immigration administration, including process governance, documentation and timely coordination with internal stakeholders and external provider

HRIS & Systems Strategy

• Own the HR technology ecosystem (currently SuccessFactors, payroll platforms and MS365 integration projects in flight, with potential NetSuite integration in the future)
• Define and execute system roadmap, architecture and optimisation strategy
• Drive system adoption, usability and user experience across HR and the wider business
• Identify opportunities to enhance HRIS services through automation, integration and process enablement

Data, Reporting & Governance

• Own data integrity, governance and reporting frameworks
• Establish and maintain a single source of truth for HR data
• Enable timely, accurate and accessible data to support business decision-making

Payroll & Vendor Management

• Own the Global MSA vendor relationship
• Deliver payroll processing for HQ countries and those covered by the Global MSA
• Drive future harmonisation, automation and systems integration of payroll
• Oversee payroll operations across countries, supporting HRBPs as required
• Ensure ongoing compliance with local statutory and regulatory requirements

Process Design & RACI Architecture

• Lead the development and maintenance of global HR process maps and RACI models
• Ensure clarity of ownership between HRBPs, Talent and Operations
• Continuously evolve and simplify processes to improve efficiency and clarity

Compensation & Policy Infrastructure

• Own operationalisation (not design) of compensation processes
• Lead HR policy governance and documentation
• Partner with HRBPs and Talent teams on programme design inputs
• Own global benefits and perks administration, vendor management and associated budgets

The successful candidate:

• 12+ years’ HR experience with deep specialism in HR operations, HRIS and shared services delivery
• Hands-on expertise with SuccessFactors essential; exposure to NetSuite, MS365 integrations and regional payroll platforms an advantage
• Proven track record designing and operating hire-to-retire process architectures across multi-country environments in Asia
• Strong vendor and Global MSA management experience, including end-to-end payroll oversight
• Demonstrable success leading HR transformation, automation and systems-adoption programmes
• Pragmatic operator who balances global standardisation with local statutory and cultural realities
• Exceptional attention to detail, strong service mindset, and confidence owning data integrity and audit-readiness
• Strong change leadership capability – both technical and behavioural adoption

If you’re ready to help shape the next phase of a fast‑growing digital infrastructure platform, we’d like to hear from you.