Director Human Resources

Join our HR team at Helen of Troy and make an immediate impact on our trusted brands: OXO, Hydro Flask, Osprey, Honeywell, PUR, Braun, Vicks, Hot Tools, Drybar, Curlsmith, Revlon, and Olive & June. Together, we build innovative and useful products that elevate people's lives everywhere, every day.

Look around your home, and you'll find us everywhere, in your kitchen, living room, bedroom, and bathroom. We are already making your everyday lives better. We are powered by knowledgeable, enthusiastic, and forward-thinking people committed to developing a culture of inclusion. Whether you are just starting your career or in need of a challenge, we recognize, develop, and empower talent!

Position: Director of HR

Department: HR

Work Location: Bussigny, Switzerland Hybrid (work 3 days onsite)

Work Type: Full time, permanent, 42 hours per week

What you will be doing:

Oversees the full scope of the Human Resources (HR) operations and works with Corporate HR, EMEA Management Team and managers to develop, align, and execute HR programs that are in line with the strategy of the business, both corporate and site, and that protect the company from liability. Oversees HR operations to ensure that the employee and employer relationship results in knowledgeable, motivated, and productive employees. Responsible for the overall direction, coordination and evaluation of the EMEA HR team. 

The HR function contributes to the success of the region by implementing the global HR strategy and programs, taking into consideration national/regional law/habits/culture/needs and rolling-out local HR plans that create an increasingly effective and dynamic organization with top quality people. The Director of HR is responsible for liaising with Centers of Expertise within the Global HR Team to ensure EMEA RMO needs are understood and represented.  The Director of HR is a member of the EMEA Management Team and provides advice, coaching and guidance to the MT, managers and employees on HR related issues.

Responsibilities

• Participate to the Global HR strategy definition. Define and implement the EMEA RMO HR Strategy, partnering with the GM and Management Team to drive business performance including leading changes across the region. Develop, align and implement HR Policies for the EMEA region respecting national and regional laws. Anticipates trends.
• Develops organizations’ strategies by identifying and researching human resources issues and opportunities, contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational and business objectives. Provides guidance and advice to the Sr Director of HR and Chief People Officer on best practices regarding global HR practices and how to best organize the EMEA HR team.
• Accomplishes special project results by identifying and clarifying issues, opportunities and priorities; communicating and coordinating requirements; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction. Communicate results to stakeholders
• Collaborate with the Global Compensation & Benefit CoEs and establish a fair EMEA Compensation & Benefits strategy through regular C&B revisions (benchmarks), coordinating the merit increase process and bonus communications.
• Collaborate with the Global Corporate Communications Manager and coordinate communication activities across EMEA (intranet, Global HR email communications, all-associate meetings and Town-Hall Meetings, Quarterly EMEA Regional Webex Meetings).  Bring forth ideas for ways to communicate with associates.
• Collaborate with the Global Talent & Development Manager and coordinate Management Development activities including performance reviews, training programs, development plans, 360, succession planning, coordination of internal moves and promotions etc.
• Supervise HR administration (including payroll, social charges, insurances, pension plans, contracts, etc.) and ensure efficiency and compliance with all local laws. Investigate opportunities to make changes to payroll processes which increase efficiency and/or lower cost.
• Drive Workday in the EMEA RMO and identify opportunities to make HR processes more efficient or streamlined through the use of Workday.
• Identify staffing needs and workforce forecasts and leverage the Talent Acquisition CoE to maximize efficiency and attract the best talent. Lead Senior Management recruitments.
• Research, develop, write and update policies, procedures, methods and guidelines.  Communicate and enforce organizational values.
• Coach and advise Employees and Managers in their leadership roles in line with policies/practices and legal considerations to facilitate resolution of employee relations issues and ensure high employee engagement and satisfaction. Support management by providing human resources advice, counsel, and decisions.
• Supervise Facilities and Office Administration related activities such as Corporate Events organization, Health and Safety issues, external suppliers and service providers management
• Prepare, manage and monitor regional HR and Facilities budgets

Skills needed to be successful in this role:

• Fluency in English and French- German is an asset. Any other EU language an asset.
• Organizational development /management development
• Solid Recruiting skills
• Coaching skills
• Business acumen
• MS office literate (excel advanced skills)
• Budgeting and reporting skills
• Promote process improvements

Minimum Qualifications:

• University Degree in Management, HR, Work & Organizational Psychology or equivalent.
• Minimum 10 years Generalist HR experience in an multinational environment (preferably FMCG)  including the responsibility of local Swiss employees and exposure to UK, FR, GE (other EMEA markets is an asset)
• Minimum 5 years’ experience in managing people.
• Knowledge of EMEA labor law - (focus on CH, UK, DE, FR)
• Authorized to work in Switzerland on a full-time basis

What do we offer?

• 💸 Competitive compensation package depending on experience and skills
• 🩺 Collective Health Insurance or Gym Allowance
• 🚂 Mobility allowance
• 💻 Flexible work policy with regards to working hours and work from home
• ☀ Increased flexi-days package after 1 year of service
• 👌 Swibeco
• 💼 Modern office with collaborative workspaces
• 👂 Employee assistance counselling line
• 🎁 Employee discounts on all our EMEA products
• 💪 Lunch and Learns
• 🏝 Company closure between Christmas and New Year’s
• 📈 Employee Stock Purchase Plan
• 👌 The chance to work in an international, diverse, and inclusive environment!

Wondering if you should apply? Helen of Troy welcomes people as diverse as our brands! Have the confidence to come as who you are because your point of view, skills, and experience will make us stronger. If you're eager to share new ideas and try new things, we want to hear from you.

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Founded in 1968, Helen of Troy is a prominent player in the global consumer products industry, offering diverse career opportunities across North America, South America, Europe, and Asia. We boast a collection of renowned brands such as OXO, Hydro Flask, Osprey, Honeywell, PUR, Braun, Vicks, Hot Tools, Drybar, Curlsmith, and Revlon – many of which rank #1, #2, or #3 in their respective categories, making the Helen of Troy name synonymous with excellence and ingenuity.

At Helen of Troy, our strategy involves acquiring brands that we can integrate and enhance, amplifying their unique attributes to drive growth and profitability. Embracing a culture of collaboration internally and externally, we are committed to providing innovative solutions tailored to consumers, operational excellence, global scalability, and exceptional shared services to support our brand portfolio. This dedication to fostering development and success sets Helen of Troy apart as a pioneer in the industry, propelling our brands to unparalleled heights of success and recognition worldwide.

The above statements are intended to describe the general nature and level of work performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities and duties required of personnel so classified. Management retains the right to add or to change duties of the position at any time.