HR COE Team Lead｜Remote｜Crypto
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About the company
This is a global digital asset platform with teams working across multiple markets and time zones. The organization operates with a distributed workforce and is strengthening how it develops leaders, improves organizational effectiveness and connects people decisions across regions. Why this role As the organization grows, it needs consistent manager standards, clear HR ownership and a stronger link between people data and decisions. Within six months, you will diagnose the priority gaps and publish an agreed Organization Development and Leadership Development roadmap with owners, sequencing and baseline measures. By month 12, you will have run a full cycle of manager and leadership mechanisms, evidenced adoption through participation and application data, and documented changes in manager effectiveness, role clarity or collaboration. You will own global Organization Development and Leadership Development work from diagnosis through measurable adoption. What you’ll do
• Diagnose organization-effectiveness and leadership gaps, then align HR and business leaders on a roadmap, governance and success measures within six months.
• Design and embed manager and leadership development mechanisms tied to business needs, measuring adoption, application and organizational outcomes.
• Improve role clarity, manager effectiveness and cross-functional collaboration through evidence-led organization interventions.
• Define the interfaces with performance, talent, reward/C&B and HR operations: you own Organization Development and Leadership Development, while specialists in those areas retain execution ownership.
• Lead as a player-coach and facilitate senior decisions in Mandarin and English, personally handling the diagnosis and alignment that require your judgment. What you’ll bring
• You have owned an end-to-end Organization Development mandate that included organization effectiveness and leadership development in a complex, multi-market organization.
• You can influence senior leaders, resolve difficult trade-offs and work professionally in Mandarin and English across functions, cultures and time zones.
• You use organization and people data to find root causes, set meaningful measures and change course when evidence shows an approach is not working.
• You have designed COE interfaces, decision rights or operating models and can lead specialists as a player-coach while preserving their execution ownership. Bonus
• Experience in digital assets, financial technology, another high-growth sector or a distributed workforce.
• Practical depth in performance, talent, succession or C&B, alongside a stronger Organization Development and Leadership Development core.
• A combination of consulting and in-house HR experience.
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