Regional Talent Acquisition Senior Manager, EMEA

Position Job Title: Regional Talent Acquisition Senior Manager, EMEA

Contract Type: Permanent

JOB PURPOSE

The Regional Talent Acquisition Senior Manager EMEA is responsible for leading and delivering Talent Acquisition across the region, ensuring the effective attraction, hiring, and onboarding of talent to meet business objectives.

As part of the Global Talent Acquisition leadership team, this role owns EMEA as a key component of the global function—accountable for delivery and performance across a diverse, multi-country region while representing regional requirements, market dynamics, and regulatory considerations within the broader global model.

A critical aspect of the role is balancing regional complexity with the objectives of a centralised Talent Acquisition function, driving the adoption of standardised processes, consistent ways of working, and global capabilities while maintaining appropriate local flexibility.

The role will also play a key part in continuing to evolve and modernise Talent Acquisition across EMEA, strengthening capability in talent advisory, increasing the use of data and insights, and enhancing the impact and credibility of TA with the business.

Alongside leadership responsibilities, the role will directly manage a select number of senior and business-critical requisitions.

PRINCIPAL ACCOUNTABILITIES

1. Talent Acquisition Delivery & Regional Ownership

Own end-to-end recruitment delivery across EMEA, ensuring performance against quality, speed, and cost metrics

Take full accountability for regional hiring outcomes, aligned to business priorities

Balance local market requirements, labour regulations, and cultural considerations with global standards

Represent EMEA in global forums, ensuring regional perspectives are effectively articulated

Personally lead a select number of senior or complex hires across the region

2. Team Leadership & Capability Development

Lead, engage, and develop a team of 7 TA professionals, fostering a high-performing and collaborative environment

Strengthen team capability, particularly in stakeholder engagement, talent advisory, and market insight

Provide clear direction, coaching, and performance management

Ensure alignment to the global TA operating model and ways of working

3. Operating Model Alignment & Standardisation

Drive the adoption of global TA processes, systems, and governance frameworks across the region

Ensure alignment of regional delivery with global standards and expectations

Balance consistency and scalability with appropriate regional flexibility

Embed global sourcing capabilities into regional hiring practices

4. Stakeholder Partnership & Talent Advisory

Act as a strategic partner to senior business leaders and HR across EMEA

Provide expert advice on talent strategy, workforce planning, and market conditions

Strengthen the TA function’s position as a credible and value-adding advisor to the business

Ensure alignment between regional priorities and global TA strategy

5. Data, Insights & Continuous Improvement

Leverage data and analytics to track performance and inform hiring strategies

Contribute to the creation of a global TA reporting mechanism, while ensuring the accuracy of EMEA reporting

Increase the adoption of data-driven decision making across the team

Provide insights on labour market trends, talent availability, and competitor activity

Identify opportunities to improve efficiency, quality of hire, and hiring outcomes

6. Capability Evolution & Modernisation

Progress the ongoing evolution of Talent Acquisition capability across EMEA

Enhance the team’s effectiveness in advisory, stakeholder engagement, and workforce alignment

Promote more proactive, insight-led, and forward-looking recruitment approaches

Contribute to the development of a consistent, modern, and globally aligned TA function

MAJOR CHALLENGES & COMPLEXITIES

Operating across a diverse, multi-country region with varying labour laws and practices

Balancing regional requirements with a centralised, standardised global model

Managing stakeholder expectations across different markets, cultures, and business priorities

Evolving capability toward a more data-driven and advisory-led approach

Delivering consistent outcomes across markets with varying levels of complexity and scale

QUALIFICATIONS / REQUIREMENTS

Formal Qualifications and Experience

Significant progressive experience (typically 12-15 years), currently in an internal Talent Acquisition leadership role delivering across the EMEA region. Experience within a manufacturing organisation is highly desirable. 

Proven track record delivering recruitment outcomes across diverse and complex geographies

Experience operating in a multinational, matrix organisation

Strong understanding of regional labour markets, regulation, and hiring practices

Experience supporting the evolution of TA capability or operating models

Bachelor’s degree or equivalent experience

Specific Skills and Abilities

Strong leadership capability in distributed, multicultural environments

Ability to balance global consistency with regional/local nuance

Excellent stakeholder management and cross-cultural influencing skills to functional VP level, with the ability to navigate complex environments.  

Strong understanding of recruitment delivery, talent markets, proactive sourcing. Engage and excite the business with your knowledge and expertise.

Analytical mindset with ability to leverage data and insights effectively