Regional People Partner Lead

Job Description

We are seeking an experienced and dynamic People Partner Lead to oversee and manage a team of People Partners across the region. As the People Partner Lead, you will report directly to the Global Head of People Partnering, collaborating with regional CEOs and C-suite executive to drive and execute the people agenda in line with business objectives. You will play a key role in shaping the organization s people strategy, developing effective People programs, and fostering strong relationships with employee representatives, including worker councils. Key Responsibilities: Leadership & Team Management: Lead, mentor, and develop a team of People Partners across multiple countries/regions. Ensure consistent application of HR practices and policies across the region, while tailoring approaches to local needs. Provide guidance on complex HR issues and support team members in handling business challenges. Strategic People Partnering: Partner with the in country CEO and C-suite leader/s to shape the people agenda, ensuring alignment with overall business strategy. Provide data-driven insights and recommendations to senior leadership on workforce planning, talent management, leadership development, and organizational design. Act as a trusted advisor on all people-related matters, including culture, performance, and employee engagement. Talent Management & Development: Collaborate with senior leadership to design and implement strategies for talent acquisition, retention, and development. Champion initiatives related to succession planning, leadership development, and employee performance management. Drive the development and execution of programs aimed at enhancing employee experience, motivation, and productivity. Worker Council & Employee Relations: Establish and maintain strong relationships with worker councils and other employee representation bodies across the region. Act as the primary point of contact for employee relations matters, providing guidance on labour laws, negotiations, and dispute resolution. Ensure the organization complies with all relevant labour regulations and best practices in employee relations. Organizational Culture & Change Management: Lead initiatives to promote and reinforce a positive organizational culture aligned with the company s values and strategic goals. Oversee and manage large-scale change management programs to support business transformations and organizational growth. Ensure clear communication and alignment during periods of change, with a focus on employee support and engagement. Performance Metrics & Reporting: Develop and implement People metrics to assess the effectiveness of people initiatives and drive continuous improvement. Regularly report on HR performance, workforce trends, and employee engagement to the Global Head of People Partnering, CEO and C-suite leader/s. Leverage data and insights to refine People strategies and contribute to business decision-making. Key Requirements: Education & Experience: bachelors degree in Human Resources, Business Administration, or a related field. 10+ years of progressive HR experience, with at least 5 years in a leadership or strategic HR role. Extensive experience working with senior leaders (C-suite and CEOs) and managing large, diverse teams of People professionals. Experience in managing employee relations, particularly with worker councils and trade unions, in a regional or multinational context. Skills & Competencies: Strong leadership and team management skills, with a proven ability to develop talent and drive results. Exceptional communication and interpersonal skills, with the ability to build relationships at all levels of the organization. In-depth knowledge of labour laws, regulations, and HR best practices in the region. Strong business acumen, with the ability to align HR initiatives with organizational goals and strategies. Demonstrated success in managing complex change and transformation initiatives. Personal Attributes: Strategic thinker with a proactive, solutions-oriented mindset. Ability to navigate ambiguity and influence key stakeholders across different functions and levels. High emotional intelligence, with a focus on building trust and maintaining confidentiality