Regional Talent Acquisition Senior Manager, EMEA
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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