As the Executive Director, EMEA HRBA Lead for Functions is a senior HR leader and strategic partner responsible for driving the EMEA people agenda and enabling business success through innovative, data-driven, and future-ready HR solutions. This role partners with senior leaders across Finance, Compliance, Legal, Risk, Corporate Communications, Audit, Strategy, CAO, Government Relations, and Human Resources, supporting a large, multi-country employee population across EMEA.
Reporting to the Global Head of Human Resources for Functions you will help shape and execute talent strategy, workforce planning, and employee experience priorities across a complex, highly matrixed organization. You will anticipate workforce needs, champion change, and lead adoption of HR products, digital solutions, and emerging technologies (including AI and automation) to improve outcomes and enhance the end-to-end employee experience.
Job responsibilities
Strategic partnership & workforce planning
- Partner with EMEA and global senior leaders to co-create and execute the talent strategy aligned to business goals and regional priorities.
- Lead workforce planning, talent forecasting, and scenario modeling, using data and analytics to anticipate impacts of business strategy shifts and proactively address talent needs.
- Advise on organizational design, restructuring, and change initiatives to enable a future-ready organization.
Talent & leadership development
- Drive the performance and talent management cycle, including succession planning, leadership development, and skills transformation.
- Provide coaching and advisory support to senior leaders and managers; proactively identify leadership and capability gaps.
- Leverage data and insights to strengthen internal mobility, development pathways, and leadership pipeline outcomes.
HR product, technology & innovation
- Lead the adoption and implementation of HR products, digital solutions, and technology-enabled processes across EMEA for Functions.
- Champion the integration of AI and automation to optimize HR service delivery, improve decision-making, and enhance employee experience.
- Partner with HR subject matter experts and control partners to deploy and scale solutions, continuously improving effectiveness and efficiency.
Data analytics & insights
- Interpret workforce metrics, identify trends, and develop actionable recommendations; translate insights into clear “data stories” that influence decisions.
- Model impact where relevant (e.g., outcomes, adoption, effectiveness) to support evidence-based prioritization of people interventions.
- Serve as a regional connector of people insights, elevating themes and recommendations into global strategy discussions.
Employee experience & culture
- Orchestrate holistic employee experience priorities, blending digital and in-person approaches to strengthen engagement, belonging, and performance.
- Monitor sentiment through continuous feedback mechanisms (e.g., pulse surveys) and partner with leaders on targeted action planning.
HR operations, risk management & governance
- Partner with Employee Relations and HR Legal on complex, time-sensitive employee matters.
- Ensure alignment with local regulatory and governance expectations; embed risk-and-controls considerations into key people decisions and processes.
- Lead or sponsor cross-functional initiatives to improve controls, simplify processes, and strengthen operational resilience.
** Stakeholder management, business partnership & communication**
- Build and maintain strong relationships with senior leaders, acting as a trusted advisor on high-impact people topics.
- Communicate with credibility and integrity across levels and geographies, navigating ambiguity and complexity.
- Demonstrate business acumen by understanding organizational strategy, financial drivers, and external trends to shape practical HR solutions.
Team leadership & development
- Lead, coach, and develop a high-performing HR team, fostering a culture of growth, collaboration, inclusion, and execution excellence.
- Support capability building across the team, including adoption of digital tools and analytics-driven ways of working.
Required qualifications, capabilities, and skills
- Extensive experience of progressive Human Resources in a large-scale, complex organization, including experience advising senior leaders.
- Proven ability to operate in a highly matrixed, multi-country environment and influence employee-related decision-making.
- Experience leading change initiatives across multiple stakeholders (e.g., org change, process improvement, implementation).
- Strong analytical and critical thinking skills; ability to use workforce data to identify trends and drive action.
- Exceptional relationship management, communication, and presentation skills.
- Demonstrated people leadership experience and ability to build and develop high-performing teams.
- Proficiency with core productivity tools (e.g., Excel, PowerPoint).
Preferred qualifications, capabilities, and skills
- Experience with digital HR tools, technology-enabled HR processes, and/or AI-enabled ways of working.
- Strong program/project leadership skills with ability to manage multiple priorities and drive measurable outcomes.
- Experience partnering on regulatory or governance-related people topics in a controlled environment.