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For Companies At a Glance
- Tasks: Lead HR strategies and initiatives across EMEA, driving talent and culture.
- Company: Join a global leader in innovative technology solutions.
- Benefits: Competitive salary, flexible working options, and career development opportunities.
- Why this job: Make a real impact on organisational effectiveness and employee engagement.
- Qualifications: 7+ years in HR leadership with strong strategic and operational skills.
- Other info: Work in a dynamic, inclusive environment with diverse cultural experiences.
The predicted salary is between 36000 - 60000 £ per year.
The Senior Manager HRBP, Business Units for EMEA Region serves as the strategic HR business partner to the EMEA Vice President Thermal, Vice President Power & ITS, Vice President Switchgear & Busbar, and Vice President Infrastructure Solutions and their respective leadership teams. The Senior Manager HRBP would be responsible for driving the talent, culture, organizational effectiveness, VOS and Employee Relations agenda across the relevant client groups in EMEA. The role is both strategic and hands-on, requiring the ability to lead through influence, provide operational excellence, drive global and regional initiatives and enable a high-performance, inclusive culture across the relevant client groups. The role will report to Vice President HR EMEA, dotted line to Sr. Director HR for global ER&D and will be a member of the EMEA and global ER&D HR Leadership teams. The role can be based in any of the Vertiv Hub or manufacturing locations across EMEA.
Key Responsibilities
- Strategic HR Leadership: Partner with regional functional leaders to design and implement HR strategies that drive Safety, Quality, Delivery, Cost, Culture and VOS priorities and enhance organizational capabilities. Drive alignment between Global HR initiatives and regional needs, balancing global consistency with local relevance. Serve as a trusted advisor to senior leaders, providing counsel on organizational design, leadership effectiveness, ER, workforce planning and other strategic objectives.
- Talent Management & Development: Lead the regional implementation of global talent programs including performance management, succession planning, and leadership development. Identify high-potential talent and build succession pipelines for critical roles. Partner with regional and global Business Unit teams to drive capability enhancement initiatives.
- Employee Relations and Culture: Oversee complex employee relations matters, ensuring fair and compliant resolutions across multiple countries. Design and drive consistent and relevant employee engagement initiatives aligned with company cultural priorities and Employee relations strategy. Drive engagement survey participation, analysis and action planning for relevant client groups. Champion a high performance culture across relevant client groups.
- Organizational Effectiveness: Lead organizational design and change management initiatives to enhance agility, scalability, and efficiency. Provide guidance on spans and layers optimization, workforce restructuring, and productivity improvement initiatives. Collaborate with finance and business operations to ensure workforce plans align with business priorities and budgets.
- HR Operational Excellence & Continuous Improvement: Utilize data, reporting and HR analytics to drive data-driven decision making. Partner closely with VOS leaders and proactively drive a culture of VOS across relevant client groups. Collaborate with regional MOR lead on HR metrics and reporting to monitor headcount, turnover, engagement, and performance trends. Collaborate with other regional Business Unit HRBPs on best practice dissemination, talent and capability development initiatives and opportunities to drive efficiencies and scale within ER&D and Business Unit teams globally.
Qualifications
- Bachelor’s degree in Human Resources, Business, or related field; Master’s preferred.
- 7+ years of progressive HR leadership experience, including at least 3 years in a regional or multi-country HR leadership role.
- Proven experience in global or matrixed organizations with complex structures.
- Understanding of EMEA labor laws, regulatory frameworks, and cultural nuances.
- Demonstrated success in strategic HR business partnering, organizational design, and talent development.
- Strong business acumen with ability to influence senior executives and drive measurable outcomes.
- Excellent interpersonal, communication, and stakeholder management skills.
- Fluent in English; additional European languages a plus.
Success Profile
- Strategic Influence: Translates business strategy into actionable HR plans.
- Operational Excellence: Balances long-term priorities with day-to-day execution.
- Cultural Agility: Navigates diverse cultural environments with sensitivity and effectiveness.
- Talent Advocate: Builds strong leadership pipelines and proactively enhances organizational capabilities.
- Trusted Advisor: Serves as a credible, ethical, and pragmatic business partner in a highly complex global and matrixed environment.
- Role model in Vertiv Drive & Engagement behaviours.
Senior Manager, HRBP Business Units in Bedford employer: Vertiv
Contact Detail:
Vertiv Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Senior Manager, HRBP Business Units in Bedford
✨Tip Number 1
Network like a pro! Reach out to current employees at the company through LinkedIn or other platforms. Ask them about their experiences and any tips they might have for landing the role. This insider info can give us a leg up!
✨Tip Number 2
Prepare for the interview by researching the company’s culture and values. We want to show that we’re not just a fit for the role, but also for the team. Tailor our answers to reflect how we can contribute to their specific goals.
✨Tip Number 3
Practice makes perfect! Conduct mock interviews with friends or use online resources. The more comfortable we are with our responses, the better we’ll perform when it counts. Let’s nail those tough questions!
✨Tip Number 4
Don’t forget to follow up after the interview! A quick thank-you email can go a long way in keeping us top of mind. It shows our enthusiasm for the role and reinforces our interest in joining their team.
We think you need these skills to ace Senior Manager, HRBP Business Units in Bedford
Some tips for your application 🫡
Tailor Your CV: Make sure your CV speaks directly to the role of Senior Manager HRBP. Highlight your strategic HR leadership experience and any specific achievements that align with the responsibilities mentioned in the job description.
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to explain why you're the perfect fit for this role. Mention your understanding of EMEA labour laws and how you can drive a high-performance culture across diverse teams.
Showcase Your Influence Skills: Since this role requires leading through influence, be sure to include examples of how you've successfully influenced senior leaders in previous roles. This will demonstrate your ability to be a trusted advisor.
Apply Through Our Website: We encourage you to apply directly through our website. It’s the best way for us to receive your application and ensures you’re considered for this exciting opportunity!
How to prepare for a job interview at Vertiv
✨Know Your HR Strategy
Before the interview, dive deep into the company's HR strategies and how they align with business goals. Be ready to discuss how you can contribute to driving talent management and organisational effectiveness in the EMEA region.
✨Showcase Your Influence Skills
Prepare examples of how you've successfully influenced senior leaders in previous roles. Highlight your ability to serve as a trusted advisor and how you've navigated complex organisational structures to achieve results.
✨Understand Cultural Nuances
Familiarise yourself with the cultural differences across the EMEA region. Be prepared to discuss how you would approach employee relations and engagement initiatives that resonate with diverse teams.
✨Data-Driven Decision Making
Brush up on your knowledge of HR analytics and how to leverage data for decision-making. Be ready to share specific instances where you've used data to drive improvements in employee engagement or performance metrics.
