Regional HR Director - EMEA

Position Type
Full-time permanent
Business Area / Division
General Management
Job Advert Description


The Regional HR Director will oversee all human resources operations within the EMEA region ensuring HR strategy is aligned with the business goals. Managing a team across Northern Europe, Continental Europe and MEA the Regional HR Director will ensure the function is consistent with Group HR approach and adding HR value to the division. The Regional HR Director will have solid experience with HR practices and employee management and will communicate with the exec team and with senior managers to express new ideas and suggest solutions, considering budget limitations and company culture.


* Apply a customer centric approach to understand the business priorities and to identify where HR can make the greatest difference
* Implement business focused, value-driven HR solutions by concentrating effort and resources on the areas that matter most
* Review the following and where required support the business to develop/redesign:

- Organisation Structure
-Reporting Lines
-Job design/Job Purpose/Job Grading/Salary banding

* Use HR metrics to develop a set of business-related HR KPI’s
* Support the Global HR strategy to ensure optimum performance achieved by all employees

- HR calendar – PDR’s/Policies/Projects/Compliance/Health & Well being
- Align values and behaviours to make it the ‘norm’
- Carry out a site training needs analysis to assess skill gaps critical to business improvement   and create low cost high value solutions
- Undertake an assessment of all current Line Managers to identify skill levels and gaps in people management capabilities
- Engagement Survey – assess results and formulate action plans

* Make real and promote the Survitec PDR policy and process

- Assess managers capability in developing objectives and carrying out timely and meaningful reviews with employees
- Promote benefits of links to talent management, succession planning and development activities
- Support managers in identifying and dealing with poor performance
- Ensure employees are aware of the consequences of poor performance

* Conduct a HR Audit on current HR policies and processes to ensure fit for purpose and compliant to local employment law

* Create efficiencies in HR processes to remove waste

* Responsible for the managing and development direct reports

- Agree a set of key objectives aligned to the site business plan
- Sharing of best practice across sites
- Ensure all HR activities add value and can be linked back to the business objectives

* Create an on-line HR resource area to equip line managers with HR tools and guides in all aspects of the employee life cycle.
* Proactive leadership of safety and quality
* Compliance with all regulatory and legal requirements as stipulated by Group and local law
* Communication of and alignment to Group strategy in all areas of the business
* Application and sponsorship of internal controls

* Performance management to ensure that the business operates in line with culture and behaviours described in Group Vision, Mission, Values statement


* Educated to Degree level or equivalent
* Strong interpersonal skills and an ability to communicate to all levels in the organization and with external stakeholders
* Cultural sensitivity in a diverse environment
* Highly numerate and analytical, with an ability to define and execute on actions for continuous improvement.
* Customer orientation – deep understanding of internal and external customer needs and decision drivers
* Strategic thinking, with the ability to dive into operational detail when required
* Leadership – selection and development of strong teams with options for succession planning and clear demonstration for alignment with Vision, Mission and Values
* Results focused – clear focus on achieving and exceeding targets

* Teamwork – leading a diverse team


* Proven work experience as an HR business partner
* Experience of European Legislation
* Excellent people management skills
* Analytical and goal oriented
* Demonstrable experience with HR metrics
* Thorough knowledge of employment legislation
* Full understanding of all HR functions and best practices

 CIPD Level 7 qualification or equivalent


For the purposes of succession planning please provide a list of roles the could move into the position and role that the individual could move into from this position.

Previous Roles

Senior HR Advisor/HR Advisor

HR Manager

Site HR Business Partner

Next Roles

Group HR Director

Regional HRBP

Closing Date

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