Human Resources Director

Director, Strategic HR Business Partner – EMEA

Human Resources Leadership

A growing global organization is seeking an experienced Director, Strategic HR Business Partner to serve as a senior advisor to business leadership and lead a team of HR Business Partners. This is a highly visible role focused on connecting people strategy with business priorities across a complex, matrixed organization.

The Director will partner closely with senior executives on workforce strategy, organizational effectiveness, talent, performance, and employee relations while developing the HRBP team supporting the business.

The Role

This position will operate as a strategic partner to senior leadership, helping leaders anticipate workforce needs, strengthen organizational capability, and navigate change. The successful candidate will bring a combination of strategic HR leadership, strong business acumen, hands-on problem solving, and people-management experience.

Key Responsibilities

Executive & Business Partnership

• Partner with senior executives to translate business priorities into practical people strategies
• Advise leaders on organizational structure, workforce planning, talent needs, and leadership effectiveness
• Build trusted relationships across a matrixed, global organization
• Use HR data and workforce insights to identify trends and guide decision-making

Talent & Organizational Strategy

• Lead workforce and succession-planning initiatives across supported business groups
• Partner with leaders on identifying, developing, and retaining key talent
• Support organizational design and broader organizational effectiveness initiatives
• Lead and support change-management efforts as the business evolves
• Help strengthen employee engagement and overall organizational performance

Performance & Employee Relations

• Guide leaders through performance management, coaching, feedback, and talent decisions
• Provide senior-level support on complex and sensitive employee relations matters
• Ensure HR practices and decisions are applied consistently and appropriately
• Partner with leaders to proactively identify and address workforce challenges

HR Leadership

• Lead, coach, and develop a team of HR Business Partners at varying levels
• Establish clear priorities and expectations across the HRBP function
• Build the team's strategic capabilities while ensuring strong execution
• Partner across the broader HR organization to deliver consistent people programs and solutions

HR Programs, Analytics & Compliance

• Leverage workforce metrics and analytics to evaluate needs and measure the effectiveness of HR initiatives
• Support initiatives focused on building an inclusive and high-performing workplace
• Ensure alignment with applicable employment requirements and internal policies
• Work across HR systems and tools to improve visibility, decision-making, and execution

What We’re Looking For

• 12 years of progressive HR experience
• 8 years of HR Business Partner and/or HR leadership experience
• Demonstrated experience leading and developing HR teams
• Significant experience advising senior and executive-level business leaders
• Ability to operate effectively within a global and matrixed organization
• Strong background in workforce planning, talent management, succession planning, organizational development, and change management
• Experience handling complex employee relations and performance matters
• Strong understanding of employment practices and HR compliance
• Experience using HRIS platforms and people analytics to support business decisions
• Bachelor’s degree in Human Resources, Business, or a related discipline; advanced degree is a plus
• SHRM-SCP, SPHR, or comparable HR certification is beneficial

Ideal Profile

The strongest candidate will be an established strategic HRBP leader who has managed other HR Business Partners, rather than someone whose experience has been primarily transactional or operational HR. This person should be comfortable challenging and advising senior leaders, navigating ambiguity, managing organizational change, and balancing strategic initiatives with complex day-to-day people matters.

The role requires occasional travel between company locations and other business meetings.