JOB SUMMARY

The Sr HR Director partners with regional business leaders to develop the region’s human resource strategy and tactics so that the organization attracts, manages, develops and retains the employees it needs to achieve its current business objectives. This individual anticipates and plans for long-term HR needs and trends. In addition, the Sr HRD leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes quality, productivity, and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

EDUCATION

• Bachelor’s degree.

WORK EXPERIENCE

• At least 8 years of experience in various Human Resources positions, with at least 5 years in a leadership role within a multinational
• organization.
• At least 5 years of experience managing people, including hiring, developing, motivating and directing people as they work.

KNOWLEDGE / SKILLS / ABILITIES

• In-depth understanding of European labor laws and regulations, including GDPR, Working Time Directive, and other relevant EU and local employment laws. Experience working with workers’ councils is required.
• Strong cultural awareness and sensitivity to effectively manage a diverse workforce across Europe. Ability to navigate and respect cultural differences in various European countries.
• Excellent verbal and written communication skills in English. Proficiency in one or more additional European languages is highly desirable. Experience developing and delivering presentations to various audience levels within an organization.
• Experience reviewing and reconnecting on actions and with people to ensure the completion of the task.
• Flexibility and adaptability to manage HR functions in a rapidly changing Medline and European business environment.
• Experience controlling and coordinating concurrent projects, competing priorities and critical deadlines.
• Strong analytical and problem-solving skills, with the ability to use data to drive decision-making and improve HR processes.
• Position requires travel up to 50% of the time for business purposes within EMEA and potentially other regions.

• Lead HR programs and policies through partnering with EMEA business leaders while managing the tactical implementation through HR managers across various European countries.
• Develop processes and metrics that support the achievement of the organization’s business goals, ensuring alignment with EMEA market trends and regulations.
• Counsel, train and assist business leaders to maintain, identify and implement actions that improve or maintain a positive employee relations environment, considering the diverse cultural and legal landscape of EMEA.
• Provide feedback and initiate recommended actions and approaches related to HR issues for broader consideration and policy formulation.
• Develop action plans to respond to current and anticipated staffing issues and needs taking into account the unique labor market conditions in different EMEA markets.
• Identify any internal and external factors that may affect employee retention; address these issues by working in concert with managers/supervisors to develop proactive strategies to meet or exceed turnover goals.
• Identify training and development initiatives to determine training needs. Compile data and analyze past and current training requirements. Select appropriate instructional procedures or methods to best fit division needs.
• Assist management with establishing and maintaining internal pay consistency and equity. Oversee the administration of Corporate compensation programs including incentive and merit pay programs within the region.
• Ensure HR operation is operating in accordance with European employment requirements.
• Management responsibilities include:
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• -Provides leadership and direction through senior managers and managers.

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• -Strategic, tactical and operational planning (12 + months) for the HR function across EMEA;

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• -Direct budgetary responsibility for EMEA HR;

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• -Interpret and execute policies for departments/projects and developing new policies or modification to existing policies

• considering European legal and cultural contexts;
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• -Recommend and implement new policies or modifications to existing policies;

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• -Hiring staff, recommending pay increases, performing performance reviews, training and development of staff, estimating personnel needs, assigning work, meeting completion dates, interpreting and ensuring consistent application of organizational policies.