Regional HR Head – Europe

Role Overview

• Serve as the strategic HR partner to Europe leadership, shaping people strategies across CEE, Mediterranean, and NWE sub‑regions as well as additional markets under UPL’s expanded P&L geography.
• Translate business priorities into long‑term workforce strategies aligned with global HR frameworks.
• Lead HR transformation initiatives aimed at increasing agility, simplifying ways of working, and elevating capability maturity across the expanded Europe region.
• Drive collaboration across sub‑regions, ensuring consistent HR governance while accommodating diverse labour, cultural, and market conditions across EU and key non‑EU markets.
• Influence senior leaders through data‑driven insights, proactively identifying people risks, opportunities, and emerging talent needs.
• Provide HR leadership for all Manufacturing facilities across the Europe region, ensuring seamless alignment between plant‑level HR priorities and the overall regional people strategy.

Requirements

• 15–20 years of progressive HR leadership experience in multinational matrix organizations.
• Strong exposure to European markets, with deep understanding of labour laws, social‑dialogue mechanisms, and regional talent dynamics.
• Experience supporting manufacturing plants or industrial operations is strongly preferred.
• Proven experience leading HR across multiple countries or large regional portfolios.
• Experience working in complex, volatile, or cost‑sensitive markets and navigating multi‑country regulatory environments.
• Demonstrated ability to influence senior leaders, manage cross‑border teams, and lead large‑scale change programs.
• Strong business acumen, analytical capability, and strategic decision‑making skills.
• Fluency in English required; proficiency in an additional major European language (e.g., German, French, Spanish, Italian) preferred.

Benefits

• Equal employment opportunities (EEO) to all employees and applicants irrespective of their race, color, religion, gender, marital status, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.
• Compliance with applicable state and local laws governing non-discrimination in employment.
• Support modernization and transformation in plants by enabling reskilling, workforce readiness, and change management for digital and automation initiatives.