Job Title： Chief of Human Resources – Europe
Location： Europe, Delft Netherlands / Paris, France / Munich or Düsseldorf, Germany
Department： Human Resources
Scope： European People Strategy, Organisation & HR Governance
Driven by Intelligence. Powered for the Future.
Autel is a global tech innovator in automotive diagnostics and smart mobility. With 2,000+ talents across 70+ countries, we fuse AI, big data, and cloud to drive the next generation of intelligent vehicles.
1. Role Purpose
Responsible for defining and leading the people and organisational strategy across Europe, aligning HR priorities with business growth, organisational transformation and long-term capability development. The role provides strategic guidance to senior management on workforce planning, organisational effectiveness, talent acquisition and retention, leadership development, compensation governance and people-related risks.
The Chief of Human Resources also leads the development of a scalable European HR operating model, ensuring effective collaboration between Business Partnering, Centres of Excellence, People Operations and Workplace functions.
2. Key Responsibilities
A. HR Strategy & Business Partnership
- Develop and implement the European HR strategy aligned with business priorities.
- Partner with regional and global leadership on workforce, talent and organisational decisions.
- Translate business growth plans into workforce and capability requirements.
- Provide strategic people insights and recommendations to senior management.
B. Organisation Design & Transformation
- Lead organisational design, restructuring and operating-model improvements.
- Define organisational responsibilities, reporting structures and collaboration mechanisms.
- Drive organisational effectiveness, role clarity and workforce productivity.
- Manage the people implications of business transformation and organisational change.
C. Strategic Workforce Planning & Talent Management
- Establish workforce planning and critical talent management frameworks.
- Oversee talent acquisition strategy, succession planning and leadership development.
- Identify key-person dependencies, capability gaps and retention risks.
- Develop talent retention and employee engagement strategies supporting business continuity.
D. Compensation, Performance & People Governance
- Oversee regional compensation and benefits governance in collaboration with Global HR and Finance.
- Establish consistent principles for performance management, reward and recognition.
- Guide compensation review processes, internal equity and market competitiveness assessments.
- Ensure clear governance, accountability and decision-making processes for significant people matters.
E. European HR Operating Model & Leadership
- Design and continuously improve the European HR operating model.
- Lead and develop HR teams across countries and specialist functions.
- Establish clear accountability across BP, COE, People Operations and Workplace.
- Promote consistent HR standards while accommodating country-specific requirements.
- Improve HR capability, resource allocation, collaboration and service effectiveness.
F. People Analytics, Risk & Organisational Health
- Establish regional people analytics and workforce reporting frameworks.
- Monitor workforce capacity, turnover, critical hiring, employee sentiment and organisational risks.
- Develop early-warning mechanisms for retention, succession and workforce stability.
- Use people data and organisational insights to support evidence-based management decisions.
- Oversee HR risk governance and coordinate specialist support for complex employment matters.
3. Candidate Requirements
- Bachelor's degree in Human Resources, Business, Management or a related field.
- Typically 6-10 years of progressive HR experience, including significant regional or senior HR leadership experience.
- Proven experience supporting multi-country European businesses.
- Strong track record in organisational transformation, workforce planning, talent management and HR operating-model development.
- Good understanding of European HR governance and country-specific employment complexities.
- Strong executive stakeholder management, strategic thinking and change leadership.
- Demonstrated ability to build HR teams, develop managers and influence senior leadership.
- Fluent English; Additional European languages are advantageous.
- Having a rich understanding of human resource frameworks and prioritizing practitioners in large companies.
