FIND YOUR 'BETTER' AT AIA

We don't simply believe in being 'The Best'. We believe in better - because there's no limit to how far 'better' can take us.

We believe in empowering every one of our people to find their 'better' - in the work they do, the career they build, the life they live and the difference they make. So that together we can support even more people - including our own - to live Healthier, Longer, Better Lives.

If you believe in better, we'd love to hear from you.

About the Role

To act as a Principal of Human Resources with primary accountability for employee relations matters across Hong Kong and Macau, while also providing targeted HR Business Partner support to designated business areas. The role will spend approximately 70% of time leading employee relations, employment law advisory, workplace investigations, disciplinary and consequence management, and policy-related matters; and approximately 30% of time supporting HR Business Partners and people managers on workforce planning, talent management, employee engagement, organisation effectiveness, and key employee life cycle activities.

Employee Relations Partner scope - approximately 70%

• Serve as the subject matter expert on employment law, employee relations, workplace investigations, disciplinary procedures, consequence management, and related HR policies for Hong Kong and Macau.
• Provide consult on employee relations cases, including investigations, hearings, disciplinary actions, grievances, discrimination, harassment, confidentiality breaches, performance concerns, and other sensitive workplace matters.
• Provide pragmatic advice and guidance to HR Business Partners, people managers, and relevant stakeholders to ensure fair, consistent, legally compliant, and well-documented case management.
• Oversee and advise on terminations, redundancies, performance improvement plans, and other high-risk employment decisions, ensuring appropriate process, risk mitigation, and alignment with internal policies.
• Draft, review, and update employment documentation, contracts, investigation reports, disciplinary records, and HR policies to support legal compliance and best practice.
• Analyse employee relations trends, escalation themes, root causes, and risk indicators, and recommend improvements to policies, practices, manager capability, and employee experience.
• Provide training, communication, and coaching to HR and business leaders on employee relations topics, policy updates, workplace conduct expectations, and manager responsibilities.

HR Business Partner scope - approximately 30%

• Under the guidance of experienced HR Business Partner(s), work closely with designated business areas to support people managers on organisation effectiveness, people strategy execution, and practical HR solutions aligned to business priorities.
• Support workforce planning, headcount and budget reporting, talent management, succession planning, talent review, compensation review, recruitment and staffing activities in collaboration with relevant HR specialists and Centres of Excellence.
• Assist in employee engagement activities, change management initiatives, career development processes, learning and development coordination, and initiatives that build organisational capability and growth mindset.
• Leverage HR data, metrics, and trends to provide insights and support evidence-based people decisions for assigned business areas.
• Provide a thoughtful human touch for significant employee life cycle events, including new hire follow-up, exit interviews, retirement, long absence, international assignment or mobility matters, and other moments that matter.
• Guide people managers to use self-service tools and standard HR processes where appropriate, while escalating complex matters to HR Business Partners, Legal, Compliance, or relevant specialists when required.

Build a career with us as we help our customers and the community live Healthier, Longer, Better Lives.

You must provide all requested information, including Personal Data, to be considered for this career opportunity. Failure to provide such information may influence the processing and outcome of your application. You are responsible for ensuring that the information you submit is accurate and up-to-date.