People Manager (Asia Based) for non-profit energy think tank

Help build the people foundations behind high-impact data and policy work accelerating the shift to a clean, electrified energy system.

The role This is a senior, hands-on People Manager role within a mission driven, global organisation. You’ll lead the day-to-day running of Ember’s people function — shaping how HR works in practice, operating within the direction and governance set by our Operations Manager.

After several years of rapid growth, the focus is now on maintaining high-quality, consistent and well-judged people practice across regions, and supporting managers and staff to navigate people matters with confidence and care.

You’ll set clear standards for HR practice, provide experienced judgement on complex or sensitive issues, and ensure our people processes are fair, compliant and aligned with Ember’s values. You won’t do everything yourself: you’ll empower the People Officer to lead delivery across core people processes, providing oversight rather than day-to-day intervention in agreed operational areas, and building capability within the People team through coaching, feedback and guidance.

With your background in Asian HR, you’ll bring valuable insight to ensure Ember’s policies and practices work well across different regions, strengthening our ability to manage people matters confidently across the globe and keeping our approach fair, consistent, and connected.

We’re looking for someone who is confident in using AI and digital tools to streamline, automate and improve HR processes, from people data and reporting to learning, policy management and employee support. You’ll be excited to work in an organisation that actively embraces innovation and the thoughtful use of AI to work more effectively, freeing up time to focus on people, impact and continuous improvement.

About Ember Ember is an independent, not-for-profit energy think tank that aims to accelerate the clean energy transition with data and policy. We gather, curate and analyse data on the power sector and coal mine methane emissions, and use our findings to improve energy and climate policy.

See our work at https://ember-energy.org/ and https://x.com/ember_energy

Key responsibilities Leadership and Line Management • Provide direct line management to the People Officer, supporting their professional growth, ensuring workloads are achievable, and setting clear objectives. • Provide coaching and guidance to build capability in handling HR cases, employee relations, and systems. • Ensure the People team delivers consistently high-quality support to Ember staff worldwide.

HR Operations & Employee Relations • Oversee delivery of employee lifecycle processes through the People Officer,, ensuring processes (recruitment, onboarding, performance management, learning and development, and offboarding) run smoothly and consistently across global locations. • Lead the use of digital and AI-enabled tools to streamline, automate and improve HR processes, data management and reporting, freeing up capacity for higher-value people work while ensuring ethical, transparent and values-aligned use of AI. • Hold responsibility for employee relations outcomes, acting as a trusted advisor to managers across Ember and providing senior HR judgement on people issues such as disciplinary and grievance cases, performance management, absence and wellbeing, and policy interpretation. The People Officer will lead routine employee relations cases, with the People Manager providing coaching, guidance and escalation support on more complex or sensitive matters, ensuring outcomes are fair, consistent, legally compliant and aligned with Ember’s values. • Proactively develop systems, tools, and guidance that equip managers to manage people matters confidently and consistently. This includes building their capability to handle sensitive issues and supporting them to reach outcomes that are fair, and sustainable.

Policy, Compliance & Global HR Expertise • Monitor external HR and employment law developments (particularly across Asia), providing practical recommendations to keep Ember ahead of emerging risks and opportunities. • Own Ember’s HR policy framework, ensuring policies are practical, user-friendly, reflect best practice and are legally compliant across Ember’s regions, while being applied consistently in practice. • Delegate policy drafting, maintenance and day-to-day implementation to the People Officer, providing review, sign-off and guidance as needed. • Provide clear, accessible advice on HR and employment issues, with strong expertise in Asia and familiarity with global contexts. • Oversee relationships with Employer of Record providers and other HR/benefits partners. • Ensure HR data and records are accurate, secure, and meet data protection requirements. • Support the exploration of digital and AI-driven tools to improve efficiency, accuracy, and inclusivity across HR processes, while ensuring alignment with Ember’s values.

Organisational Development & Culture • Work with the People Officer and managers to embed Ember’s values across teams, particularly in remote and cross-cultural contexts • Provide leadership and guidance on employee engagement, wellbeing and retention initiatives • Work with managers to strengthen learning and development opportunities, career pathways, and succession planning. • Support managers to build positive team cultures aligned with Ember’s values, with a focus on inclusion, equity, and diversity. • Use HR data and feedback to identify trends and recommend changes that improve the employee experience.

Strategic HR Contribution • Work closely with the Operations Manager and COO to set Ember’s People priorities for the coming years, providing advice and insights based on evidence and HR best practice. • Identify opportunities to make People processes, systems, and structures simpler, fairer, and more effective. • Support organisational design and workforce planning, helping Ember build the skills and capacity needed to achieve its mission. • Provide HR insights and analysis to senior management by collecting and interpreting HR metrics (e.g. turnover, engagement, absence, diversity), using them to identify risks and opportunities.