Vice President HR, Emea

The Vice President, HR Manager EMEA & APAC leads a team of strategic HRBP’s/Sr HRBP’s who partner with senior leaders and line management in diverse business segments by providing customized and practical HR solutions to elevate business performance and solve business challenges. Oversees all HRBP activities for EMEA, APAC and operational activities for Talent Management, Compensation and Benefits. Partner and collaborate with Centers of Excellence (COE) leaders on creating, aligning and deploying regional people strategy with business goals and objectives with a focus on developing our next generation of leaders as well as establishing a best in class employee value proposition. Serves as a relationship manager and champion of change for the region, and drives the adoption of new approaches, ideas, programs, and technologies. Develop and maintain a high performing team of HRBP’s through effective recruiting, training, coaching, performance feedback, team building, and succession planning.

Proactively provides coaching and counsel to both managers and employees on the appropriate handling of complex employee relations issues thereby minimizing any risk to the company. Ensures HRBP teams enable the effective resolution of employee relations matters, including conducting internal investigations and ensuring compliance with all employment matters. Ensures HRBP teams investigate and advise all parties on appropriate resolution.

Drive talent and capability discussions to ensure the region has the right talent in the right roles to achieve success now and in the future. Identify talent risks and develop solutions before they adversely impact the business. Partner with head of Talent Management and the senior leaders in the region to establish workforce planning routines to stay ahead of talent shortfalls.

Create the strategic talent plan for respective business areas to achieve business success in a manner that increases employee engagement and actively influence the regional business strategy to ensure Human Capital considerations are appropriately reflected.

Drive informed decision making by using data and metrics (turnover, underperformers, exit interviews, employee surveys, etc.) to identify trends requiring attention and remediation; consult with business leaders to determine root cause of issues and develop organizational effective solutions. Establish key people metrics with the business to evaluate the success of the regional talent strategy.

Enables the effective resolution of employee relations matters, including conducting internal investigations and ensuring compliance with all employment matters.

Other: Monitor effectiveness of existing HR programs and services for the business and engage with COE’s on issues and resolution. Act as a catalyst for change and help leaders manage the impacts of change to their teams
- 4 Year / Bachelors Degree, Master’s degree preferred
- 15+ years of relevant HR experience with 5+ years of HR management experience
- Solid EMEA HR background, particularly in benefits and compensation
- General knowledge of employment laws, regulations, and business practices outside of North America to ensure compliance in various legal and regulatory areas
- Knowledge of works council regulations in Germany, France and the Netherlands
- A combination of education and experience may be considered
- Excellent consulting and project management skills
- Excellent verbal and written communication skills
- Excellent customer service skills
- Excellent business acumen and interpersonal skills
- Excellent ability to coordinate activities with team members and other stakeholders
- Strong work ethic, time management skills and a positive approach to work
- Excellent ability to multi-task and change priorities with effective results
- Experience with human capital technologies, including Workday
- Well informed of labor market trends and the competitive environment
- Strong knowledge of assessing business challenges, supporting change initiatives, and developing and implement solutions that meet the needs of the region and employees
- Strong ability to create and present briefings and presentations to large and small groups of peers and executives
- Ability to adapt and change strategy midstream, if needed
- Strong ability to solve complex people-related challenges
- Excellent problem-solving, conflict resolution, and decision making skills
- Possession of excellent leadership and consulting skills to effectively engage with senior leaders and lead teams
- Strong ability to show leadership agility, judgment, and influence
- Strong ability to write clearly and succinctly in a variety of communication settings to convey messages across with intended impact