Sr. Director, HRBP - Regional Commercial; EMEA

Responsibilities

• Collaborates closely with regional leadership to understand the regional strategy, business objectives, challenges and opportunities. Translates business needs into initiatives that drive talent attraction, retention and development.
• Partner with global functions HRBP’s providing regional expertise to ensure consistent practices, and enforcement of company policies, procedures and legal requirements.
• Drives new ways of working to maximize output through high levels of productivity and engagement.
• In alignment with Global Business Services (GBS), HR solutions should be developed, designed and executed through data-driven decision making and operational governance.
• Identify gaps between current and desired organization performance, monitor HR metrics and trends, mitigate people-related risks and ensure seamless delivery of HR programs and services across the company, partner with and influence cross-functional Centers of Expertise (COE’s) while utilizing standard tools and products in support of function objectives.
• Acting as a trusted advisor, coach senior leaders to improve leadership abilities, relationships among teams/individuals and interpersonal communications.
• Acts as leader of culture and engagement, ensuring a unified culture which embraces the Global People Ambition that is lived and felt throughout the function and drives strong levels of employee engagement.
• Ensure compliance with employment laws and company policies and mitigate HR related risks through effective communication, training, manager coaching and proactive measures.
• Drive organizational health by influencing and implementing change that supports the company’s long-term strategy.

• Education:
  
  Bachelor’s degree in Human Resources, Business Administration or equivalent in a related field. A relevant postgraduate qualification or professional certification is a plus.
• Experience:
  
  Minimum of 10+ years’ experience with progressive executive level HR partnership on long-term, strategic talent initiatives within diverse organizational contexts.
• International HR Management:
  In-depth knowledge of international labor laws and regulations. Understanding and complying with labor laws in different countries and regions, considering the legal and cultural nuances.
• Effective Execution of HR Strategies:
  Translate strategic HR plans into actionable and measurable initiatives, break down overarching HR strategies into specific projects and programs that align with the company’s broader objectives, deploy resources efficiently, set realistic timelines and ensure sustainability of initiatives such as talent acquisition, employee development, performance management and employee engagement.
• Measurement and Continuous Improvement:
  Establish relevant metrics and key performance indicators (KPIs) to track the effectiveness of HR initiatives, conduct regular assessment of these metrics to provide data-driven insights, and refine strategies in response to changing organizational needs, employee feedback, market trends and business outcomes.
• Cultural Competence in HR Practices:
  Recognize and respect cultural differences in the workplace, applying this understanding to HR practices.
• International Employee Relations:
  Manage employee relations across diverse cultural contexts, including conflict resolution, communication and employee engagement.
• International Employment Law:
  Understand various international employment laws, compliance requirements and ethical considerations in different jurisdictions.
• Succession Planning and Leadership Development:
  Plan for future leadership needs in various regions, ensuring a pipeline of talent capable of meeting global business challenges.
• Cross-Cultural Leadership and Communication:
  Lead and communicate effectively across different cultures, languages and business environments, demonstrating cultural sensitivity and adaptability.
• Project Management:
  Manage large-scale projects, align them with broader change initiatives, and oversee budgeting, scheduling, resource allocation and risk management.
• Problem-Solving and Decision-Making:
  Make strategic decisions based on complex, global information and solve…