VP, Head of Regional HR Enablement & Labor Relations

The Head of Regional HR Enablement and Labor Relations is a senior HR leadership position responsible for driving a unified HR approach across multiple markets. This role ensures HR functions as one cohesive entity by owning workforce risk & management, labor strategy, and local HR execution & enablement. The incumbent acts as a trusted connector between global HR design and local delivery, translating global priorities into practical, market-specific plans that support business growth, transformation, and compliance within each region’s regulatory environment. This role brings clarity to the HR operating model, fosters consistent accountability and reduces fragmented ownership across HR Business Partners (HRBPs) and Centers of Excellence (COEs). 

What You’ll Do  

Market HR Leadership (Local HR strategy)  

• Translate and enable global HR priorities into locally executable plans aligned with business objectives, growth strategies, and transformation roadmaps. 

• Ensure compliance with local employment laws and regulations  

• Act as a trusted strategic advisor to HR Business Leaders (HRBLs), HRBPs, and COEs. 

• Partner with and guide regional & country Managing Directors to identify and mitigate country-specific risks, trade-offs, and sequencing. 

Labor Relations Strategy  

• Develop and guide local labor relations strategies, including union and workers councils, Health and Safety Committee engagements. 

• Lead negotiations, collective bargaining, and dispute resolution efforts, coordinating with Legal, HR, and business stakeholders. 

• Collaborate with Legal on labor-related risks and strategic planning. 

• Monitor external labor market trends and advise on their implications for the business. 

• Create and maintain a country-specific HR playbook repository, providing practical guidance for effective operations in each market. 

• Coach HR teams to manage complex interactions with union and worker council representatives.  

• Ensure adherence to labor relations requirements across all jurisdictions. 

HR Integration and Execution  

• Connect global HR program design with local implementation, ensuring practicality and scalability across regions. 

• Partner with COEs to adapt programs to local needs. 

• Enable HRBPs to focus on strategic business initiatives by reducing local operational complexity. 

Workforce Insights, Risk Management and Execution 

• Understand workforce trends, including giving insight into local attrition and labor risks unique to specific markets. Provide insights and advice on workforce stability and external labor market dynamics. 

• Execute workforce plans and negotiate with local authorities regarding employment and labor policies. 

• Lead regional execution of workforce management plans, ensuring alignment with local priorities and stakeholder needs. 

• Partner with HRBPs and business leaders to provide guidance on high-risk employee relations decisions. 

Qualifications & Experience 

• Minimum of 12 years of progressive HR experience, with at least 3 years specifically dedicated to global employee and labor relations within large, complex organizations. 

• Proven track record of leading labor relations strategies in multi-national corporations with a minimum employee base of 20,000+ globally, preferably within highly regulated industries such as technology, manufacturing, or energy. 

• Demonstrated success in designing, implementing, and managing global HR operating models that unify dispersed regions into a cohesive framework, with measurable outcomes. 

• Extensive hands-on experience managing labor negotiations, collective bargaining agreements, and union engagement in multiple countries with diverse labor laws and union presence. 

• Deep expertise in local employment legislation, union interactions, and regulatory compliance across at least 3-5 different geographies, preferably including North America, EMEA, and APAC regions. 

• Proven ability to develop and execute comprehensive labor strategies that balance legal compliance, employee engagement, and business objectives, with demonstrated success in reducing labor risks and mitigating disputes. 

• Experience managing large HR budgets exceeding $10 million, including resource allocation for labor negotiations, legal compliance, and regional HR initiatives. 

• Demonstrable success leading large teams (75+ HR professionals), including remote and geographically dispersed teams, fostering collaboration and accountability. 

• Prior experience working within or with global enterprise organizations with 20,000+ employees, including experience in highly matrixed environments with multiple stakeholders. 

• A strong understanding of AI tools, including GenAI and Agentic AI, with examples of how they have been leveraged to modernize HR processes, increase operational efficiencies, or reduce costs. 

• A track record of building centralized process repositories, policies, and procedures to eliminate single points of failure, streamline operations, and ensure consistency across regions. 

• Bachelor’s degree in Human Resources, Business Administration, Law, or related field; Master’s degree or equivalent preferred. 

• Professional HR certification such as SPHR, SHRM-SCP, or equivalent is preferred. 

Key Capabilities 

• Strategic and Results-Driven Leadership: Proven ability to develop and execute strategies that align HR and labor relations with overall business goals, demonstrating tangible results in risk mitigation and operational excellence. 

• Deep Legal and Regulatory Expertise: Mastery of international labor laws, union engagement, collective bargaining, and compliance requirements in multiple jurisdictions, with a track record of managing complex labor negotiations successfully. 

• Global Operating Model Design & Evolution: Extensive experience designing scalable, consistent HR operating models that integrate local nuances. Demonstrated ability to evolve and refine these models over time in response to changing business needs, technological advancements, and external environment shifts, supported by metrics that measure success and accountability.  

• Stakeholder Influence & Executive Presence: Ability to influence and partner effectively with C-suite executives, regional leaders, legal counsel, and union representatives, including delivering compelling communications and presentations to diverse audiences. 

• Cultural Competency & Local Adaptation: Demonstrated sensitivity to local cultures, customs, and employment practices, with the ability to adapt global strategies to regional contexts without compromising overall objectives. 

• Change Management & Transformation with Growth Mindset: Skilled in leading large-scale HR transformations, including process redesign, digital adoption, and organizational change. Embraces a growth mindset, continuously seeking innovative solutions, learning from setbacks, and promoting a culture of agility and resilience within teams and the organization. 

• Data-Driven Decision-Making: Strong analytical skills with the ability to interpret workforce data, labor market trends, and risk indicators to inform proactive strategies. 

• Technology & Innovation Adoption: Enthusiastic about leveraging AI and other emerging technologies to modernize HR functions, improve decision-making, and achieve cost efficiencies. 

• Leadership & Team Development: Proven success in managing and developing large, diverse teams and fostering a high-performance culture. 

• Accountability & Integrity: Demonstrates unwavering commitment to ethical standards, compliance, and accountability for delivering measurable business impact.