VP, Head of Regional HR Enablement & Labor Relations

VP, Head of Regional HR Enablement & Labor Relations

  

This role has been designed as ‘Hybrid’ with an expectation that you will work on average 2 days per week from an HPE office.

Who We Are:

Hewlett Packard Enterprise is the global edge-to-cloud company advancing the way people live and work. We help companies connect, protect, analyze, and act on their data and applications wherever they live, from edge to cloud, so they can turn insights into outcomes at the speed required to thrive in today’s complex world. Our culture thrives on finding new and better ways to accelerate what’s next. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good. If you are looking to stretch and grow your career our culture will embrace you. Open up opportunities with HPE.

Job Description:

   

The Head of Regional HR Enablement and Labor Relations is a senior HR leadership position responsible for driving a unified HR approach across multiple markets. This role ensures HR functions as one cohesive entity by owning workforce risk & management, labor strategy, and local HR execution & enablement. The incumbent acts as a trusted connector between global HR design and local delivery, translating global priorities into practical, market-specific plans that support business growth, transformation, and compliance within each region’s regulatory environment. This role brings clarity to the HR operating model, fosters consistent accountability and reduces fragmented ownership across HR Business Partners (HRBPs) and Centers of Excellence (COEs). 

What You’ll Do  

Market HR Leadership (Local HR strategy)  

• Translate and enable global HR priorities into locally executable plans aligned with business objectives, growth strategies, and transformation roadmaps. 

• Ensure compliance with local employment laws and regulations  

• Act as a trusted strategic advisor to HR Business Leaders (HRBLs), HRBPs, and COEs. 

• Partner with and guide regional & country Managing Directors to identify and mitigate country-specific risks, trade-offs, and sequencing. 

Labor Relations Strategy  

• Develop and guide local labor relations strategies, including union and workers councils, Health and Safety Committee engagements. 

• Lead negotiations, collective bargaining, and dispute resolution efforts, coordinating with Legal, HR, and business stakeholders. 

• Collaborate with Legal on labor-related risks and strategic planning. 

• Monitor external labor market trends and advise on their implications for the business. 

• Create and maintain a country-specific HR playbook repository, providing practical guidance for effective operations in each market. 

• Coach HR teams to manage complex interactions with union and worker council representatives.  

• Ensure adherence to labor relations requirements across all jurisdictions. 

HR Integration and Execution  

• Connect global HR program design with local implementation, ensuring practicality and scalability across regions. 

• Partner with COEs to adapt programs to local needs. 

• Enable HRBPs to focus on strategic business initiatives by reducing local operational complexity. 

Workforce Insights, Risk Management and Execution 

• Understand workforce trends, including giving insight into local attrition and labor risks unique to specific markets. Provide insights and advice on workforce stability and external labor market dynamics. 

• Execute workforce plans and negotiate with local authorities regarding employment and labor policies. 

• Lead regional execution of workforce management plans, ensuring alignment with local priorities and stakeholder needs. 

• Partner with HRBPs and business leaders to provide guidance on high-risk employee relations decisions. 

Qualifications & Experience 

• Minimum of 12 years of progressive HR experience, with at least 3 years specifically dedicated to global employee and labor relations within large, complex organizations. 

• Proven track record of leading labor relations strategies in multi-national corporations with a minimum employee base of 20,000+ globally, preferably within highly regulated industries such as technology, manufacturing, or energy. 

• Demonstrated success in designing, implementing, and managing global HR operating models that unify dispersed regions into a cohesive framework, with measurable outcomes. 

• Extensive hands-on experience managing labor negotiations, collective bargaining agreements, and union engagement in multiple countries with diverse labor laws and union presence. 

• Deep expertise in local employment legislation, union interactions, and regulatory compliance across at least 3-5 different geographies, preferably including North America, EMEA, and APAC regions. 

• Proven ability to develop and execute comprehensive labor strategies that balance legal compliance, employee engagement, and business objectives, with demonstrated success in reducing labor risks and mitigating disputes. 

• Experience managing large HR budgets exceeding $10 million, including resource allocation for labor negotiations, legal compliance, and regional HR initiatives. 

• Demonstrable success leading large teams (75+ HR professionals), including remote and geographically dispersed teams, fostering collaboration and accountability. 

• Prior experience working within or with global enterprise organizations with 20,000+ employees, including experience in highly matrixed environments with multiple stakeholders. 

• A strong understanding of AI tools, including GenAI and Agentic AI, with examples of how they have been leveraged to modernize HR processes, increase operational efficiencies, or reduce costs. 

• A track record of building centralized process repositories, policies, and procedures to eliminate single points of failure, streamline operations, and ensure consistency across regions. 

• Bachelor’s degree in Human Resources, Business Administration, Law, or related field; Master’s degree or equivalent preferred. 

• Professional HR certification such as SPHR, SHRM-SCP, or equivalent is preferred. 

Key Capabilities 

• Strategic and Results-Driven Leadership: Proven ability to develop and execute strategies that align HR and labor relations with overall business goals, demonstrating tangible results in risk mitigation and operational excellence. 

• Deep Legal and Regulatory Expertise: Mastery of international labor laws, union engagement, collective bargaining, and compliance requirements in multiple jurisdictions, with a track record of managing complex labor negotiations successfully. 

• Global Operating Model Design & Evolution: Extensive experience designing scalable, consistent HR operating models that integrate local nuances. Demonstrated ability to evolve and refine these models over time in response to changing business needs, technological advancements, and external environment shifts, supported by metrics that measure success and accountability.  

• Stakeholder Influence & Executive Presence: Ability to influence and partner effectively with C-suite executives, regional leaders, legal counsel, and union representatives, including delivering compelling communications and presentations to diverse audiences. 

• Cultural Competency & Local Adaptation: Demonstrated sensitivity to local cultures, customs, and employment practices, with the ability to adapt global strategies to regional contexts without compromising overall objectives. 

• Change Management & Transformation with Growth Mindset: Skilled in leading large-scale HR transformations, including process redesign, digital adoption, and organizational change. Embraces a growth mindset, continuously seeking innovative solutions, learning from setbacks, and promoting a culture of agility and resilience within teams and the organization. 

• Data-Driven Decision-Making: Strong analytical skills with the ability to interpret workforce data, labor market trends, and risk indicators to inform proactive strategies. 

• Technology & Innovation Adoption: Enthusiastic about leveraging AI and other emerging technologies to modernize HR functions, improve decision-making, and achieve cost efficiencies. 

• Leadership & Team Development: Proven success in managing and developing large, diverse teams and fostering a high-performance culture. 

• Accountability & Integrity: Demonstrates unwavering commitment to ethical standards, compliance, and accountability for delivering measurable business impact. 

What We Can Offer You:

Health & Wellbeing

We strive to provide our team members and their loved ones with a comprehensive suite of benefits that supports their physical, financial and emotional wellbeing.

Personal & Professional Development

We also invest in your career because the better you are, the better we all are. We have specific programs catered to helping you reach any career goals you have — whether you want to become a knowledge expert in your field or apply your skills to another division.

Unconditional Inclusion

We are unconditionally inclusive in the way we work and celebrate individual uniqueness. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good.

Let's Stay Connected:

Follow @HPECareers on Instagram to see the latest on people, culture and tech at HPE.

#unitedstates

#executive

Job:

Human Resources

Job Level:

Vice President

    

"The expected salary/wage range for this position is provided below. Actual offer may vary from this range based upon geographic location, work experience, education/training, and/or skill level.
– United States of America: Annual Salary USD 187,000 - 429,000 in Texas
The listed salary range reflects base salary. Variable incentives may also be offered."

Information about employee benefits offered in the US can be found at https://myhperewards.com/main/new-hire-enrollment.html

HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT employer. We do not discriminate on the basis of race, gender, or any other protected category, and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together. Please click here: Equal Employment Opportunity.

Hewlett Packard Enterprise is EEO Protected Veteran/ Individual with Disabilities.

   

HPE will comply with all applicable laws related to employer use of arrest and conviction records, including laws requiring employers to consider for employment qualified applicants with criminal histories.

   

Recruitment Fraud Alert

We have become aware of an increase in fraudulent recruitment activities in which individuals impersonate our company or authorized recruitment agencies to offer fake employment opportunities. These scams may occur through false websites, emails, social media, or chat-based applications and often aim to obtain personal information or money. Please note that Hewlett Packard Enterprise (HPE), its direct and indirect subsidiaries and affiliated companies, and its authorized recruitment agencies/vendors will never charge a candidate a registration fee, hiring fee, or any other fee in connection with its recruitment and hiring process. We also never request personal information such as back account details, Social Security numbers, or national IDs via social media or chat applications.

All legitimate job opportunities will come through official company channels, and candidates are responsible for verifying the credentials of any third party claiming to represent the company. Any reliance on fraudulent communication is at the individual’s own risk, and HPE disclaims legal liability for any resulting damages. If you suspect recruitment fraud, do not share personal information or make any payments and report the incident to your local authorities immediately.