At a Glance
- Tasks: Lead HR strategy across EMEA, driving innovative solutions and enhancing employee experience.
- Company: Join a global leader committed to diversity and inclusion in the workplace.
- Benefits: Competitive salary, flexible working options, and opportunities for professional growth.
- Other info: Dynamic role with a focus on collaboration and team development.
- Why this job: Shape the future of HR with cutting-edge technology and impactful leadership.
- Qualifications: Extensive HR experience and strong analytical skills required.
The predicted salary is between 80000 - 100000 £ per year.
As the Executive Director, EMEA HRBA Lead for Functions is a senior HR leader and strategic partner responsible for driving the EMEA people agenda and enabling business success through innovative, data-driven, and future-ready HR solutions. This role partners with senior leaders across Finance, Compliance, Legal, Risk, Corporate Communications, Audit, Strategy, CAO, Government Relations, and Human Resources, supporting a large, multi-country employee population across EMEA. Reporting to the Global Head of Human Resources for Functions, you will help shape and execute talent strategy, workforce planning, and employee experience priorities across a complex, highly matrixed organization. You will anticipate workforce needs, champion change, and lead adoption of HR products, digital solutions, and emerging technologies (including AI and automation) to improve outcomes and enhance the end-to-end employee experience.
Strategic Partnership & Workforce Planning
- Partner with EMEA and global senior leaders to co-create and execute the talent strategy aligned to business goals and regional priorities.
- Lead workforce planning, talent forecasting, and scenario modeling, using data and analytics to anticipate impacts of business strategy shifts and proactively address talent needs.
- Advise on organizational design, restructuring, and change initiatives to enable a future-ready organization.
Talent & Leadership Development
- Drive the performance and talent management cycle, including succession planning, leadership development, and skills transformation.
- Provide coaching and advisory support to senior leaders and managers; proactively identify leadership and capability gaps.
- Leverage data and insights to strengthen internal mobility, development pathways, and leadership pipeline outcomes.
HR Product, Technology & Innovation
- Lead the adoption and implementation of HR products, digital solutions, and technology-enabled processes across EMEA for Functions.
- Champion the integration of AI and automation to optimize HR service delivery, improve decision-making, and enhance employee experience.
- Partner with HR subject matter experts and control partners to deploy and scale solutions, continuously improving effectiveness and efficiency.
Data Analytics & Insights
- Interpret workforce metrics, identify trends, and develop actionable recommendations; translate insights into clear 'data stories' that influence decisions.
- Model impact where relevant (e.g., outcomes, adoption, effectiveness) to support evidence-based prioritization of people interventions.
- Serve as a regional connector of people insights, elevating themes and recommendations into global strategy discussions.
Employee Experience & Culture
- Orchestrate holistic employee experience priorities, blending digital and in-person approaches to strengthen engagement, belonging, and performance.
- Monitor sentiment through continuous feedback mechanisms (e.g., pulse surveys) and partner with leaders on targeted action planning.
HR Operations, Risk Management & Governance
- Partner with Employee Relations and HR Legal on complex, time-sensitive employee matters.
- Ensure alignment with local regulatory and governance expectations; embed risk-and-controls considerations into key people decisions and processes.
- Lead or sponsor cross-functional initiatives to improve controls, simplify processes, and strengthen operational resilience.
Stakeholder Management, Business Partnership & Communication
- Build and maintain strong relationships with senior leaders, acting as a trusted advisor on high-impact people topics.
- Communicate with credibility and integrity across levels and geographies, navigating ambiguity and complexity.
- Demonstrate business acumen by understanding organizational strategy, financial drivers, and external trends to shape practical HR solutions.
Team Leadership & Development
- Lead, coach, and develop a high-performing HR team, fostering a culture of growth, collaboration, inclusion, and execution excellence.
- Support capability building across the team, including adoption of digital tools and analytics-driven ways of working.
Required Qualifications, Capabilities, and Skills
- Extensive experience of progressive Human Resources in a large-scale, complex organization, including experience advising senior leaders.
- Proven ability to operate in a highly matrixed, multi-country environment and influence employee-related decision-making.
- Experience leading change initiatives across multiple stakeholders (e.g., org change, process improvement, implementation).
- Strong analytical and critical thinking skills; ability to use workforce data to identify trends and drive action.
- Exceptional relationship management, communication, and presentation skills.
- Demonstrated people leadership experience and ability to build and develop high-performing teams.
- Proficiency with core productivity tools (e.g., Excel, PowerPoint).
Preferred Qualifications, Capabilities, and Skills
- Experience with digital HR tools, technology-enabled HR processes, and/or AI-enabled ways of working.
- Strong program/project leadership skills with ability to manage multiple priorities and drive measurable outcomes.
- Experience partnering on regulatory or governance-related people topics in a controlled environment.
Equal Employment Opportunity Statement
We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. We also make reasonable accommodations for applicants’ and employees’ religious practices and beliefs, as well as mental health or physical disability needs.
Executive Director – EMEA Human Resources Business Advisor Lead, Functions employer: JPMorganChase
As an Executive Director at our EMEA HRBA Lead for Functions, you will join a forward-thinking organisation that prioritises innovation and employee experience. We foster a collaborative work culture that values diversity and inclusion, offering extensive growth opportunities through leadership development and cutting-edge HR technology. Located in a dynamic region, we empower our employees to drive meaningful change while enjoying a supportive environment that champions professional advancement.
StudySmarter Expert Advice🤫
We think this is how you could land Executive Director – EMEA Human Resources Business Advisor Lead, Functions
✨Tip Number 1
Network like a pro! Reach out to connections in your industry, especially those who work in HR or related fields. A friendly chat can lead to insider info about job openings that aren't even advertised yet.
✨Tip Number 2
Prepare for interviews by researching the company and its culture. Understand their values and how they align with your own. This will help you tailor your responses and show you're the perfect fit for their team.
✨Tip Number 3
Practice makes perfect! Conduct mock interviews with friends or mentors to refine your answers and boost your confidence. The more comfortable you are, the better you'll perform when it counts.
✨Tip Number 4
Don't forget to follow up after interviews! A quick thank-you email can leave a lasting impression and keep you top of mind. Plus, it shows your enthusiasm for the role and the company.
We think you need these skills to ace Executive Director – EMEA Human Resources Business Advisor Lead, Functions
Some tips for your application 🫡
Tailor Your Application:Make sure to customise your CV and cover letter for the Executive Director role. Highlight your experience in HR leadership, strategic partnerships, and data-driven decision-making to show us you’re the perfect fit!
Showcase Your Achievements:Don’t just list your responsibilities; we want to see your impact! Use specific examples of how you've driven change or improved processes in previous roles to demonstrate your capabilities.
Be Authentic:Let your personality shine through in your application. We value diversity and want to get to know the real you, so don’t be afraid to share your unique perspective and experiences.
Apply Through Our Website:For the best chance of success, make sure to submit your application through our website. This way, we can easily track your application and ensure it gets the attention it deserves!
How to prepare for a job interview at JPMorganChase
✨Know Your HR Landscape
Before the interview, dive deep into the current trends in HR, especially around data-driven solutions and AI. Familiarise yourself with how these innovations can impact employee experience and workforce planning, as this role is all about shaping the future of HR.
✨Showcase Your Strategic Partnership Skills
Prepare examples that highlight your experience in partnering with senior leaders. Think about times you've co-created talent strategies or led change initiatives. Be ready to discuss how you navigated complex environments and influenced decision-making.
✨Data-Driven Decision Making
Brush up on your analytical skills! Be prepared to discuss how you've used workforce metrics to identify trends and drive action. Bring examples of how you've translated data insights into impactful recommendations for HR strategies.
✨Engage with Employee Experience
Think about how you've previously enhanced employee engagement and culture. Prepare to share specific initiatives you've led that blended digital and in-person approaches, and how you monitored sentiment through feedback mechanisms like pulse surveys.
