About the Company

My client is an integrated public affairs agency that delivers outcomes for the top organizations and leaders around the world. With expertise in strategic communications, digital marketing, creative, research, and measurement, they offer a cohesive approach across corporate, policy, and public affairs strategy in today’s interconnected world. By combining incisive strategy and deep tactical expertise, we make change possible. Their transatlantic presence includes offices across thirteen markets in the US and Europe.

About the Role

The HR Director, Europe, will play a pivotal role in shaping and guiding the human resources function across Europe as we integrate newly acquired entities. This leadership position calls for a dynamic and strategic human resources professional who can navigate shifting priorities during a critical period of growth and change. The HR Director will be responsible for developing and implementing consistent HR policies and best practices that reflect the diverse needs of the European businesses while ensuring alignment with overarching global objectives and the established processes and cultural imperatives.

Responsibilities

• HR Functional Leadership:
• Advisor to Leadership: Be a trusted strategic partner and advisor to the Global COO, HR Leadership and the European team.
• Be able to offer a best practice point of view to management in areas of change management, organizational effectiveness, talent management, compensation and benefits, culture, performance management, recruitment.
• Give advice on complex people and management issues as they arise, being able to provide a 360 perspective.
• Resource for Team: Establish trust in the talent function and build relationships with managers and team members such that you provide guidance and play a key role in employee relations.
• Lead internal communications relevant to talent policies and initiatives across the Group Europe to keep everyone informed of the latest developments.
• Functional Leader: Provide leadership, direction & coaching across the full range of HR and people responsibilities.
• Ensure that a consistent strategic approach is taken to HR policies in each European country in which the business operates, while tailoring local approaches as needed.
• Form cost effective strategic alliances which enable counsel in areas such as employment law, talent acquisition and employee relations.

Integration and Policy Development:

• Conduct a thorough review of existing HR policies in participating countries.
• Identify key differences in employment laws, benefits, and workplace practices.
• Organize focus groups with local teams to discuss findings and gather input.
• Seek advice from appropriate legal advisors to understand compliance requirements in each country.
• Draft a unified framework for HR policies captures the best of existing policies, that respects local regulations and cultural differences.
• Create guidelines for customising policies based on local needs while ensuring alignment with the central framework.
• Develop a phased rollout plan for new policies.
• Communicate changes effectively to all stakeholders.

Cultural Integration/ Transformation:

• The European HR Lead will champion and further develop a high performance inclusive, fun, and innovation-driven culture which at its core, drives excellence in the delivery of service to clients.
• Capture the best of existing initiatives and ensure they are shared across the group.
• Keep a pulse on employee engagement, using data from a comprehensive annual engagement survey.
• Cooperate closely with the Leadership Team to co-create an annual employee engagement plan.
• Develop and manage Performance and Talent review cycles, aligning with established practices in the US.
• Ensure that employee recognition programs are aligned with existing best practice.
• Develop a talent development and succession planning approach which ensures that the Group identifies and grows the next generation of leaders in Europe.
• Contribute to leadership team meetings on high-performance culture, accountability, and engagement strategies.
• Implement a platform for continuous feedback where employees can share their thoughts on cultural initiatives.
• Regularly assess progress and adjust strategies based on employee input.
• Develop programs that encourage collaboration among various cultural backgrounds and promote inclusion and belonging, such as cross-team projects.

Leadership of the Group’s Talent Management Strategy in Europe:

• Work with the Global Head of Talent and Talent acquisition to develop employer branding for Europe.
• Oversee executive recruitment by defining key competencies, values, and leadership qualities required for hires, while serving as the primary authority on candidate evaluation; collaborate with trusted external consultants to identify and attract top talent for strategic roles.
• Analyse turnover data to identify trends and address areas of concern in retention.
• Compile data on current employee skills and competencies to identify critical talent gaps.
• Develop profiles for high-potential employees to aid in succession planning.
• Create individualised development plans for employees based on their aspirations and organizational needs.

Compliance and Risk Management:

• Develop a compliance checklist for ongoing HR practices.
• Establish resources that can be accessed for up-to-date legal information and guidance.
• Create a protocol for reporting and addressing compliance violations.
• Regularly assess risks associated with changes in legislation or organisational structure.

Qualifications

• 10 + years international generalist HR experience.
• Must have a demonstrated ability to be a “hands on” individual contributor whilst simultaneously taking a strategic perspective.
• Excellent working knowledge of multiple HR disciplines including policy development, talent management, performance management, employee engagement, talent acquisition, training, compensation, and benefits.
• Outstanding skills in multi-cultural stakeholder management, proven ability in building and managing relationships with European and US stakeholders.
• Preferably a track record of building a People function and representing the function in a leadership position, ideally having led the HR integration of newly acquired entities.
• A background in Professional Services would be an advantage.
• International experience in high growth environments an advantage.