Associate Director - Regional HR

Job Summary
Responsible for managing a broad range of employee and labor relations activities to foster a positive and compliant workplace. This includes implementing programs that enhance employee engagement, morale, and inclusion; resolving workplace issues through investigation and mediation; overseeing labor/union negotiations and contract administration; and ensuring compliance with diversity, equity, and equal employment opportunity standards.

Impact and Contribution
This role provides strategic and tactical direction across a functional area, managing individual contributors and/or supervisors to deliver short-term operational results. Oversees planning, prioritization, and execution of team responsibilities, ensuring alignment with departmental goals. Applies deep expertise in a professional or technical discipline with awareness of related areas. Requires practical management knowledge to lead projects, processes, and team performance effectively.

Core Responsibilities:

• Manage regional deployment of global HR policies, ensuring consistency with local regulatory requirements.
• Partner with HR CoEs and Legal to conduct impact assessments and oversee localization of policies where required.
• Partner with Quality, Legal, Compliance and third-party providers to manage HR-related audits, inspections, and statutory reporting.
• Provide the regional/country leadership team/HRBPs with data and insight into compliance trends, risk exposure, and upcoming legislative changes.
• Act as a trusted advisor to HRBPs, CoEs and regional/country leadership (TBC), to help align people initiatives with regional business goals.
• Advise on strategic workforce planning, organizational design, and change management within the assigned country/geography.
• Represent the region in global people initiatives to ensure local feasibility and relevance.
• Collaborate with business-aligned HRBPs, COEs, and PSN Business Delivery team to ensure alignment in execution of HR programs/initiatives.
• Act as an escalation point for complex employee relations matters, balancing risk with business needs (T3 escalations).
• Ensure compliance with local employment laws and internal policies, partnering closely with legal and compliance teams.
• Manage relationships with employee representative bodies such as Works councils and Trade unions, as relevant in the country/geography, in line with the enterprise-wide works council strategy.
• Provide insights on local legislative requirements to ensure consistent and timely implementation of core HR programs such as annual cycle activities, engagement surveys.
• Monitor, critically assess and provide feedback on employee lifecycle processes to ensure efficiency, compliance and best practice adoption.
• Ownership of Workday knowledge base content for the assigned geography/country.
• Partner with CRESS and Health & Safety.
• Support the deployment of culture and engagement initiatives across the assigned geography/country.
• Serve as a change agent during organizational shifts (e.g. mergers, outsourcing, restructuring).
• Provide regional people data and insights to support business and HR decision-making.
• Identify trends, risks, and opportunities to inform global/regional/ BU people strategy.

Qualifications & Education Requirements:

• Minimum 4 Year / Bachelor's Degree: Bachelors degree in human resources, Employment Law, Business Administration, or a related field, Master’s degree preferred.
• 8–10 years of progressive HR experience across HR compliance, employee relations, and policy advisory, with a minimum of 4 years in a leadership capacity.