Global HR Director – Global Freight Forwarder

Human Resources Director (HRD) – Global Freight Forwarder

I. Core Role Overview

As a strategic partner to the global leadership team, the Human Resources Director (HRD) will oversee the end-to-end human resources management system across the company’s global network (including regional hubs, and overseas subsidiaries). This role is responsible for aligning HR strategies with business development goals, driving organizational effectiveness, fostering a global yet localized HR culture, attracting and retaining top-tier talent in the international freight forwarding industry, and ensuring compliance with labor laws and regulations in multiple jurisdictions. The HRD will lead the global HR team to build a high-performance, inclusive, and adaptive workforce that supports the company’s expansion and competitive advantage in the global logistics market.

II. Key Job Responsibilities

1. Strategic HR Planning & Execution

   • Develop and implement global HR strategies, policies, and action plans aligned with the company’s overall business strategy (e.g., market expansion, M&A integration, operational efficiency improvement), with a focus on talent supply, organizational structure optimization, and performance improvement.
   • Lead global workforce planning, analyze talent gaps across regions/business lines (e.g., freight forwarding operations, sales, customs brokerage, logistics solutions), and design scalable talent acquisition, development, and retention frameworks.
   • Partner with senior leadership to drive organizational development initiatives, including organizational design, change management, and cross-functional collaboration mechanisms, to adapt to the dynamic global logistics landscape.

2. Global Talent Acquisition & Management

   • Oversee the global recruitment function, establish standardized yet regionally tailored recruitment processes and employer branding strategies to attract high-caliber talent (e.g., logistics specialists, regional managers, cross-border operation experts) across key markets.
   • Build a global talent pipeline and succession planning system, identify and develop high-potential employees (HiPos) for key roles, and ensure leadership continuity across regional and global teams.

3. Performance & Compensation Management

   • Design and implement a global performance management system that aligns individual, team, and organizational goals, with a focus on driving accountability, continuous feedback, and performance improvement in a results-oriented logistics industry.
   • Develop competitive and equitable global compensation and benefits (C&B) strategies, including salary structures, incentive plans (e.g., sales commissions, operational bonuses), and welfare programs, while ensuring compliance with local labor laws and market practices.
   • Conduct regular global compensation benchmarking against industry peers (top global freight forwarders, logistics providers) to maintain competitiveness and retain core talent.

4. Learning & Development (L&D)

   • Build a global L&D system tailored to the freight forwarding industry, including onboarding programs for new hires (especially cross-border teams), professional skill training (e.g., logistics operation standards, customs regulations, customer service), leadership development programs for managers, and compliance training (e.g., anti-bribery, data privacy).
   • Promote a culture of continuous learning, leverage digital learning tools to deliver scalable training across global teams, and measure the effectiveness of L&D initiatives in driving performance and talent retention.

5. Employee Relations & Compliance

   • Oversee global employee relations management, foster a positive, inclusive, and respectful workplace culture that values diversity (across regions, cultures, and backgrounds), and handle complex employee relations issues (e.g., disputes, disciplinary actions, terminations) in compliance with local laws.
   • Ensure full compliance with labor laws, regulations, and industry standards in all operating jurisdictions (e.g., employment contracts, working hours, overtime pay, labor unions, data protection laws such as GDPR), and update HR policies promptly in response to regulatory changes.
   • Lead global HR compliance audits, identify potential risks, and implement corrective actions to mitigate legal and operational risks.

6. HR Team Leadership & Global Collaboration

   • Lead, manage, and develop the global HR team (including regional HR managers, HR business partners, and specialist roles), set clear performance goals, provide coaching and mentorship, and foster a collaborative, customer-centric HR culture.
   • Drive cross-regional HR collaboration, establish standardized global HR processes (e.g., HRIS management, reporting) while allowing for regional flexibility, and ensure consistent delivery of HR services across the global network.
   • Serve as a trusted advisor to regional management teams, providing strategic HR guidance on local talent issues, cultural integration, and business-specific challenges.

7. HR Operations & Digital Transformation

   • Oversee global HR operations, including HR information system (HRIS) management, employee data governance, payroll coordination (with finance and local partners), and HR reporting (e.g., headcount, turnover, recruitment metrics) to support data-driven decision-making.
   • Drive HR digital transformation initiatives, optimize HR processes through automation and technology, and enhance the employee experience (e.g., self-service portals for leave management, performance reviews).

8. Cross-Cultural Integration

   Promote global cultural integration while respecting regional differences, design initiatives to strengthen cross-border team collaboration (e.g., global team-building activities, knowledge-sharing platforms), and align employees with the company’s core values across diverse markets.

III. Job Qualifications & Requirements

1. Education & Professional Background

   • Bachelor’s degree or above in Human Resource Management, Business Administration, Organizational Psychology, or a related field; a master’s degree or professional certifications (e.g., SPHR, GPHR, CIPD) are highly preferred.

   • Minimum 10 years of progressive HR experience, with at least 5 years in a senior HR leadership role (e.g., HRD, Global HR Manager) within a global freight forwarding and international logistic company (experience in the freight forwarding industry is a critical requirement).

   • Proven track record of managing HR functionsacrossmultiple countries/regions (e.g., APAC, Europe, Americas), with deep understanding of cross-cultural HR management challenges.

2. Core Competencies

   • Strategic Thinking: Ability to translate business goals into actionable HR strategies, anticipate talent and organizational needs, and drive initiatives that deliver measurable business outcomes.

   • Global Talent Expertise: Deep knowledge of global recruitment, talent development, and retention practices, with experience in building talent pipelines for logistics-specific roles (e.g., freight forwarders, customs brokers, logistics coordinators).

   • Compliance & Legal Acumen: Comprehensive understanding of international labor laws, regulations, and compliance requirements across key global markets, with a track record of mitigating HR-related legal risks.

   • Leadership & Team Management: Strong leadership skills to manage a global HR team, inspire collaboration, and develop high-performing HR professionals; ability to influence senior stakeholders and drive organizational change.

   • Communication & Cross-Cultural Skills: Excellent verbal and written communication skills in English (must be a working language); ability to communicate effectively across diverse cultural and linguistic backgrounds, and foster cross-border collaboration.

   • Problem-Solving & Adaptability: Strong analytical and problem-solving skills, with the ability to navigate complex, fast-paced global logistics environments and adapt HR strategies to changing business needs.

   • Industry Knowledge: In-depth understanding of the global freight forwarding industry, including business models, operational processes, and key talent challenges.

3. Other Requirements

   • Willingness to travel globally to support regional teams, attend global meetings, and drive on-the-ground HR initiatives.
   • Familiarity with HRIS systems (e.g., Workday, SAP SuccessFactors) and digital HR tools is highly desirable.
   • Demonstrated commitment to diversity, equity, and inclusion (DEI) in the workplace.