People & Talent Manager

Our Company RegASK is the Agentic AI Regulatory Operating System for life sciences and consumer products companies. We believe the future of regulatory work is not just better intelligence; it is intelligent execution. Powered by vertical AI and backed by a global network of 1,800+ regulatory subject matter experts, RegASK enables organizations to anticipate regulatory change, assess its impact, and orchestrate compliance activities across 160+ markets. Our platform connects regulatory intelligence, decision-making, and workflow execution into a single system designed for modern regulatory teams. Today, organizations use RegASK across Regulatory Affairs, Quality & Safety, Labeling, Packaging, R&D, and Legal to navigate increasing regulatory complexity with greater speed, confidence, and control. By combining agentic AI, human expertise, and enterprise governance, we are helping global companies transform regulatory operations from a reactive function into a strategic business capability. As a fast-growing global company, we are always looking for curious, ambitious people who enjoy solving meaningful problems at the intersection of AI, regulation, and enterprise transformation. If that sounds like you, we’d love to meet you. Position Overview As the People & Talent Manager, you’ll own the people function for a multicultural team of 15+ nationalities working across three continents in a hybrid setup, part on-site, part remote. You’ll deliver both strategic and operational HR support in a fast-paced, agile scale-up environment, partnering closely with business leaders to drive people initiatives, manage the full employee lifecycle, and build scalable HR practices that foster an engaging employee experience and support a fast-growing global organisation. This role is based in Singapore and reports to Group HR. Over the next 12 months, the role has three clear priorities: (1) talent acquisition and pipeline: filling open positions with A-players and maintaining warm talent pools so critical roles never start from zero; (2) retention and engagement across a distributed, multicultural team; and (3) running the performance, onboarding, and development machinery of a high growth company. HR operations and compliance form the operational foundation underneath. Key Responsibilities Talent Acquisition & Pipeline Lead end-to-end recruitment for open positions, partnering with hiring managers and holding a consistently high bar Build and maintain warm talent pools and market maps for critical and turnover-prone roles, so backfills and new searches start warm rather than from zero Run structured hiring across all hiring managers: role scorecards, calibrated interview loops, and disciplined reference checks Develop employer branding initiatives to attract top talent at the intersection of AI and regulatory Use AI-powered tools to streamline sourcing, screening, and candidate communication Track and report hiring funnel metrics (time-to-fill, pass-through rates, offer acceptance) Retention, Engagement & Culture Own retention as a named outcome: maintain a retention risk map, run stay interviews with key talent, and track regretted attrition Champion a high-performance, inclusive culture that works across time zones, cultures, and on-site/remote setups Implement engagement programs that foster motivation, recognition, and retention; conduct pulse checks and act on the feedback Organize events, town halls, and team-building activities designed to include both on-site and remote team members Support mentorship programs and recognition initiatives Performance & Development Run performance review cycles (including Uplift, our mid-year review) end-to-end: planning, calibration, manager coaching, and follow-through on outcomes such as promotions, compensation adjustments, and development plans Coach first-time managers and support leadership development as new teams and team leads come online Identify growth opportunities and implement training programs; evaluate L&D effectiveness through feedback loops and performance outcomes Foster a culture of continuous learning, feedback, and upskilling Onboarding & Team Integration Ensure a seamless onboarding experience for new hires, including structured 30-60-90 day plans Design and run team-level onboarding for newly formed teams, integrating them into company rituals and ways of working Business Partnering & Change Management Act as a trusted advisor to leadership teams, in coordination with…