Head of Talent Management

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), the Head of Talent Management is responsible for shaping and integrating Digital Edge’s end-to-end talent and engagement strategy across the Digital Edge platform. The role is based at our global HQ in Singapore and manages a geographically dispersed team, including the Talent Management & Engagement Centre of Excellence (Indonesia) and the Head of Talent Acquisition and team.

The role provides strategic oversight, governance and cohesion across Workforce Planning, Talent Acquisition, Talent Management and Engagement, ensuring these disciplines operate as a connected ecosystem that supports workforce growth, capability building, diversity and long-term engagement. It enables scale, consistency and future-readiness, ensuring we have the right people, in the right place, at the right time, with the right skills and levels of engagement.

Key responsibilities:

Workforce Planning

• Own the execution of our organisational design principles, ensuring we plan and budget to an agreed headcount planning methodology
• Partner closely with Finance on workforce planning and budgeting, adhering to and executing against agreed plans
• Work across the matrix structure with Business Unit Leaders, Country Managers, CHRO and Finance to plan a future-ready talent pipeline strategy
• Act as governance and enabler, adapting to business needs as they arise while maintaining adequate controls, checks and balances

Talent Acquisition Oversight & Enablement

• Provide strategic direction, governance and support to the Talent Acquisition function
• Partner closely with the Head of Talent Acquisition, acting as a senior thought partner and escalation point where required
• Take direct ownership of senior leadership hiring, including sourcing, partner engagements, selection and package negotiation
• Sponsor and scale key hiring initiatives, including early careers, campus and graduate strategies (building on the existing India programme and rolling out globally), internship and education partnership frameworks, and mass hiring initiatives such as career days and hiring events (scaling successful pilots like the Indonesia model)
• Champion diversity & inclusion hiring strategies, ensuring TA practices directly support inclusion and representation goals
• Ensure consistency of employer branding, candidate experience and hiring standards across markets

Talent Management & Engagement (TM&E)

• Provide leadership oversight for the Talent Management & Engagement Centre of Excellence, based in Indonesia
• Define and own the TM&E roadmap, covering onboarding experience and early-tenure engagement, career pathways, learning & development strategy (including oversight of the in-flight LinkedIn Learning pilot, ROI and scale decisions), skill gap analysis frameworks, people management enablement, and a high-potential framework focused on identifying and nurturing future leaders
• Ensure TM&E initiatives are tightly aligned to capability gaps identified through TA and business insights
• Own the annual employee engagement survey
• Partner with the CHRO and in-country HRBP teams to translate engagement data, attrition trends and talent insights into actionable interventions

Integration and Cohesion Across the Talent Lifecycle

• Act as the connector and integrator between Talent Acquisition, Talent Management, Learning and Engagement
• Ensure strong handoffs and shared accountability across the talent lifecycle: workforce planning & budgeting, hiring, onboarding, development, engagement and retention
• Establish common governance, metrics and success measures across the talent ecosystem
• Reduce siloed initiatives and duplication by creating clear ownership, shared priorities and joined-up planning cycles

Leadership, Governance & Influence

• Translate people strategy into actionable talent strategies and business outcomes
• Build strong, trusted partnerships with senior leaders across the business, including at C-Suite and Board level

Measures of Success

• Clear, well-understood TA and TM&E strategy
• Scalable hiring models deployed across multiple markets
• Improved quality of hire, early-tenure retention and employee engagement
• Strong partnership and confidence from TA and TM&E leadership teams
• Consistency and cohesion across the talent lifecycle

The successful candidate:

• 15+ years’ HR experience with progressive leadership across Talent Acquisition, Talent Management and Engagement disciplines
• Track record building integrated talent ecosystems in geographically dispersed, matrixed organisations across Asia
• Proven experience leading both senior leadership hiring and scaled hiring programmes (early careers, mass hiring, employer branding)
• Strong commercial and workforce planning orientation, with proven Finance partnership on headcount and budgeting
• Experience operating in PE-backed, high-growth or digital infrastructure environments preferred
• Exceptional stakeholder management and ability to influence at C-Suite and Board level
• Bachelor’s degree required; relevant postgraduate qualification or senior HR certification an advantage

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