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Senior HR Director

Confidential employer · Amsterdam, Netherlands, with responsibility for European operations · Full-time

About the company

Our client is an established international consumer goods group with a diverse portfolio of products and operations across multiple European markets. The business is continuing to develop its regional operating model, strengthen leadership capabilities, and establish consistent people practices that support commercial performance and sustainable growth. With a combination of established operations and evolving business priorities, the group is investing in organizational effectiveness, leadership development, talent retention, and workforce planning. Its European leadership team is seeking an experienced HR executive who can combine sound commercial judgment with practical people leadership to support the next phase of the region's development. The company offers an international working environment, close collaboration with senior business leaders, and the opportunity to influence how the European organization develops its people, culture, and leadership capabilities.

About the role

The Senior HR Director, Europe will lead the regional human resources agenda, partnering with the European leadership team to ensure that the organization's people strategy supports business objectives, operational requirements, and long-term growth. This position combines strategic HR leadership with direct involvement in organizational development, talent management, leadership capability, employee relations, compensation and benefits, and organizational change. The successful candidate will work closely with regional and country-level management to strengthen management effectiveness, build a sustainable talent pipeline, and maintain consistent HR standards while accommodating local employment requirements. The role requires an experienced HR leader who understands the relationship between people decisions and business performance. The successful candidate will be comfortable advising senior executives, managing complex organizational changes, developing HR teams, and translating regional priorities into practical initiatives that deliver measurable results.

What you bring

Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, Management, or a related discipline. Extensive progressive experience in human resources, including substantial responsibility for HR strategy, organizational development, and senior management advisory. Demonstrated experience leading HR activities across multiple countries, business units, or international operating environments. Previous experience operating at HR Director, Regional HR Director, Senior HR Manager, or a comparable senior HR leadership level. Strong working knowledge of organizational design, workforce planning, talent management, succession planning, and change management. Experience advising senior executives and business leaders on organizational effectiveness, leadership development, employee relations, and workforce priorities. Practical experience managing organizational change, including restructuring, operating-model adjustments, and workforce transitions. Sound understanding of compensation and benefits, performance management, employee development, and HR governance. Experience developing and implementing HR policies and frameworks while accommodating local employment requirements. Strong commercial awareness and the ability to connect HR decisions with business performance, organizational capability, and financial objectives. Excellent communication, negotiation, facilitation, and stakeholder-management skills. Demonstrated ability to handle confidential information, sensitive employee matters, and complex organizational issues with professionalism and discretion. Fluency in English, with the ability to communicate effectively with senior stakeholders across international business environments.

Key responsibilities

  • 1. European HR Strategy and Leadership
  • Develop and execute the European HR strategy in alignment with the group's business priorities, regional operating plans, and wider corporate objectives.
  • Serve as a trusted adviser to the European leadership team on organizational effectiveness, workforce strategy, leadership capability, and people-related business risks.
  • Translate business plans into practical HR priorities, ensuring that workforce capabilities, organizational structures, and talent requirements support current operations and future growth.
  • Establish regional HR policies, frameworks, and processes that promote consistency while allowing for local employment practices and statutory requirements.
  • Contribute to regional business planning, leadership discussions, and organizational decision-making by providing relevant workforce insights and recommendations.
  • Lead, develop, and support HR professionals across the region, strengthening functional capability and encouraging collaboration between country teams.
  • Establish clear priorities and performance expectations for the European HR function, with appropriate measures for evaluating service quality, business impact, and delivery.
  • 2. Organizational Development and Change Management
  • Lead organizational development initiatives designed to improve effectiveness, clarify accountability, and strengthen collaboration across the European business.
  • Partner with senior leaders to assess organizational structures, management capacity, reporting relationships, and workforce requirements as business needs evolve.
  • Support restructuring, organizational integration, and operating-model changes, ensuring that people implications are identified and managed appropriately.
  • Develop change-management approaches that help leaders communicate decisions, engage employees, and maintain operational continuity throughout periods of transition.
  • Advise management on workforce planning, organizational design, succession risks, and the capabilities required to support future business objectives.
  • Facilitate leadership alignment and organizational effectiveness initiatives across functions, countries, and management levels.
  • Monitor the effectiveness of organizational changes and recommend adjustments where business needs, employee feedback, or operational results indicate further action is required.
  • 3. Talent Management and Leadership Development
  • Establish a regional talent-management framework covering talent identification, succession planning, performance management, leadership development, and retention.
  • Work with senior management to identify critical roles, assess succession coverage, and develop plans to strengthen the leadership pipeline.
  • Oversee the development and implementation of leadership programs that improve management capability, decision-making, employee engagement, and organizational performance.
  • Ensure that performance-management processes provide meaningful differentiation, support development conversations, and align individual objectives with business priorities.
  • Identify capability gaps across the organization and coordinate appropriate development initiatives for managers, high-potential employees, and specialist talent.
  • Partner with business leaders to strengthen internal mobility, career development, and retention in strategically important roles.
  • Evaluate the effectiveness of talent and development initiatives using relevant measures, including succession coverage, internal appointments, retention, and leadership readiness.
  • 4. Learning, Training, and Capability Development
  • Define the European learning and development agenda in response to business strategy, workforce needs, and organizational capability requirements.
  • Work with functional leaders to identify training priorities and ensure development resources are directed toward areas with the greatest business impact.
  • Oversee management development, professional training, employee onboarding, and other capability-building initiatives across the region.
  • Encourage knowledge sharing and the adoption of effective learning practices across European teams.
  • Assess training effectiveness through participant feedback, management evaluation, and evidence of improved workplace performance.
  • Ensure that learning initiatives support leadership continuity, employee development, and the organization's ability to respond to changing market conditions.
  • 5. Employee Relations and Employment Practices
  • Provide senior-level guidance on employee relations, workplace issues, performance concerns, and sensitive HR matters.
  • Support country HR teams and management in addressing complex employment matters in accordance with applicable local laws, company policies, and established procedures.
  • Maintain appropriate relationships with employee representatives, works councils, and other relevant stakeholders where applicable.
  • Oversee the development and consistent application of employee policies, disciplinary procedures, grievance processes, and performance-management standards.
  • Identify emerging employment risks and advise leadership on appropriate measures to protect the organization while maintaining fair and constructive employee relationships.
  • Promote a working environment characterized by professional conduct, accountability, respectful communication, and appropriate management practices.
  • Ensure that material employee relations matters are handled with suitable confidentiality, documentation, and escalation procedures.
  • 6. Compensation, Benefits, and Performance Management
  • Oversee regional compensation and benefits frameworks, working with relevant specialists to maintain market competitiveness, internal equity, and alignment with business objectives.
  • Advise senior management on salary structures, annual compensation reviews, incentive arrangements, and performance-related reward decisions.
  • Review the effectiveness of employee benefits and reward programs across European market

Preferred qualifications

  • Experience within consumer goods, food production, manufacturing, industrial services, or another multinational organization with diverse European operations.
  • Previous responsibility for an HR function supporting several European countries.
  • Experience working with regional leadership teams and corporate HR functions in a matrix organization.
  • Postgraduate education or professional development in strategic HR management, organizational development, business administration, or change management.
  • Experience improving leadership succession, employee retention, management capability, or organizational effectiveness during a period of business transformation.
  • Familiarity with European employee representation arrangements and the practical considerations of managing employment matters across different jurisdictions.
  • Experience developing regional HR standards while preserving appropriate flexibility for country-level requirements.
  • Ability to work effectively with colleagues from different cultural and professional backgrounds.

Compensation & benefits

  • The anticipated compensation package is designed to reflect the seniority of the position, its regional responsibilities, and the experience required to lead a European HR function.
  • Indicative annual base salary: €185,000–€430,000 gross.
  • The final salary will depend on the scope of responsibility, relevant experience, internal compensation structures, and the employing entity's remuneration policies.
  • Additional components may include:
  • Annual performance bonus: Target opportunity of approximately 25–35% of annual base salary, subject to the company's established incentive plan and applicable terms.
  • Long-term incentives: Eligibility for a long-term incentive or equity-based award may be available, depending on the employer's remuneration framework and the position's final classification.
  • Pension: Employer pension contributions in accordance with the applicable Dutch employment and pension arrangements.
  • Annual leave: Competitive paid annual leave in line with company policy and applicable law.
  • Health and wellbeing: Access to applicable health, wellbeing, and employee-support programs.
  • Professional development: Opportunities to participate in executive development, leadership programs, and relevant professional learning.
  • Executive support: Appropriate business travel arrangements, communication equipment, and other resources required to fulfil the role.
  • Additional benefits: Other benefits may be available in accordance with the employing entity's policies and the final employment agreement.
  • All compensation figures are indicative rather than a verified employer-approved offer. Any bonus, incentive, pension, or other benefit will be governed by the applicable plan rules and employment terms.