Regional HR Manager - Fixed Term Contract 12 months

The Regional HR Manager is responsible for overseeing HR operations, strategy and execution within a specific geographic region. This role involves developing and implementing HR strategies and building strong relationships with key stakeholders. This role encompasses managing the scope of Employee Relations by overseeing case handling, policy governance, and compliance processes to ensure consistent, timely, and legally compliant resolution of workplace issues.

The Regional HR Manager will provide leadership, guidance, and support on HR policies, programs, and processes while ensuring compliance with local labour laws and company standards.

Business & Strategic Impact:

Nature of accountability for results:

Level of analysis and judgement applied:

The role requires a high level of analytical and judgement skills to identify complex HR-related issues and assess risks, to balance legal liability, business impact, and employee experience in decision-making

Leadership

Nature of guidance provided to others:            

The role involves providing guidance and mentorship to the HR team, ensuring that team members are equipped with the skills, resources, and opportunities needed to excel in their roles and contribute to the organization’s success. Additionally, the Regional HR Manager will provide expert guidance, coaching, and support to managers and employees on employee relations matters, enabling consistent application of policies and effective resolution of workplace issues

Relationship Focus

The role requires strong relationship-building and influencing skills to interact effectively with senior management, employees, stakeholders and external partners. This includes the ability to communicate complex HR issues clearly and effectively, enabling informed decision-making, fostering employees’ and stakeholder’s trust, and ensuring alignment across all levels of the organization. Outside the organisation, the Regional HR Manager may interact with Works Councils, regulators, vendors, industry experts, and other external partners to stay informed about the latest trends and technologies to ensure the organization remains competitive and adaptable in its HR services and strategic initiatives

Employee Relations Expertise and Advisory

Possesses deep knowledge of employee relations principles and practices, providing guidance and support on conflict resolution, performance management, and employee engagement matters. Ensures that employee concerns are addressed fairly, professionally, and in line with organizational policies. Acts as a trusted escalation point for complex or high-priority HR issues, including disputes, mediations, and employment tribunal cases. Uses sound judgement to resolve sensitive matters while mitigating organizational risk and ensuring compliance with legal and regulatory requirements. Skilled in conducting thorough, impartial investigations into complaints or policy violations. Ensures outcomes are consistent, well-documented, and uphold fairness, transparency, and organizational integrity

Compliance and Risk Management

The role requires a strong command of regional labour laws and regulatory requirements to ensure full compliance across all HR practices. The Regional HR Manager is responsible for identifying potential risks related to employment practices, proactively mitigating them through policy development, training, and consistent application of procedures. This includes partnering with legal and compliance teams when necessary and maintaining audit-ready documentation to uphold the organization’s ethical standards and minimize legal exposure

Stakeholder & Labor Relations

Builds strong relationships with senior leaders, managers, and external partners, ensuring alignment, collaboration, and support for HR initiatives. Communicates proactively to maintain transparency and trust. Acts as a point of contact for Works Councils or Unions, facilitating respectful, compliant, and transparent communication to support labor relations and organizational objectives. Supports or leads negotiations on employment-related matters, agreements, and settlements, balancing organizational objectives with employee rights and compliance requirements

Organizational Change & Project Leadership

Leads HR initiatives during organizational change, including restructures, relocations, mergers, and acquisitions. Plans and executes change initiatives with clear communication, employee support, and alignment across management levels to maintain morale and engagement. Collaborates effectively with cross-functional teams to deliver HR projects on time and within scope, ensuring operational continuity and successful outcomes during periods of change

Coaching, Training & Development

Provides guidance and coaching to managers and leaders on managing difficult employee situations, delivering performance feedback, and implementing performance management processes effectively. Designs and delivers training programs on employee relations, conflict resolution, and workplace behavior to build organizational capability, increase awareness, and foster a positive, compliant, and engaged workforce.