Regional Human Resources Manager

This role will be working Hybrid two days a week in the office- three days from home. Office Locations are Dubai, Germany or the UK.

Regional HR Manager- Europe & Cayman Islands

Salary - 29,000-30,000 AED monthly

About the Company:

Anderson Global (https://anderson-global.com) is an educational based leading provider of corporate services, supporting entrepreneurs and investors across key markets including the UAE (Dubai), India, Singapore, France, Switzerland, the USA, and the Cayman Islands. With over 700 professionals and a strong acquisition track record, we deliver expert corporate services such as bookkeeping, tax and legal solutions tailored to global business needs for SME's .

Want to be part of a fastgrowing, international team that’s shaping the future of corporate services? Join us as we are currently looking for a Regional HR Manager for Europe and Cayman Islands.

The Regional HR Manager – Europe & Cayman Islands is responsible for leading and managing all HR activities across the Europe region and the Cayman Islands. The role acts as the primary HR business partner to regional leadership, ensuring alignment with global HR strategy while maintaining compliance with local labor laws and operational requirements.

In addition to regional ownership, the role actively supports global HR projects and initiatives by contributing regional expertise, driving execution where required, and ensuring consistent global standards are effectively implemented at the local level.

The role also plays a critical part in enabling the growth and scalability of Shared Services Centers (SSC) through structured training, knowledge transfer, and capability development, supporting the transition of work from onshore entities to SSCs in a controlled and sustainable manner.

Key Responsibilities

1. Regional HR Leadership & Business Partnering

• Serve as the primary HR business partner to regional leadership across Europe and Cayman Islands.
• Advise leaders on workforce planning, organizational design, succession planning, and people strategy.
• Translate global HR strategy into regional execution plans aligned with business priorities.
• Provide pragmatic guidance on employee relations, performance issues, and leadership decisions.

2. HR Operations & Employee Lifecycle

• Oversee the full employee lifecycle, including hiring, onboarding, contract management, changes, and exits.
• Ensure consistency and quality of HR processes across all entities in scope.
• Coordinate local HR resources, external vendors, and payroll providers where applicable.
• Maintain accurate employee records and ensure data integrity across systems.

3. Performance Management & Reward

• Lead regional implementation of the global performance management framework.
• Coordinate annual performance review cycles, calibration discussions, and documentation.
• Support salary review, bonus, and incentive processes in coordination with Global HR and Finance.
• Ensure performance outcomes are consistently linked to reward decisions.

4. Talent Management & Workforce Planning

• Support recruitment activities for the region in collaboration with global TA teams and local partners.
• Advise on role design, job grading, and talent pipelines.
• Identify retention risks and propose targeted actions.
• Support leadership development and capability-building initiatives.

5. HR Compliance & Risk Management

• Ensure compliance with local labor laws, employment regulations, and statutory requirements across Europe and Cayman Islands.
• Coordinate with Legal and Compliance on employment contracts, policy interpretation, and employment risks.
• Support internal and external audits, inspections, and regulatory requests related to HR.
• Ensure global HR policies are locally adapted and correctly implemented.

6. Integration, Change & Global HR Projects

• Support HR integration activities related to acquisitions, restructurings, and organizational changes in the region.
• Actively contribute to global HR projects and programs (e.g., payroll integration, HR systems, performance frameworks, SSC expansion, cost optimization initiatives).
• Serve as a regional representative on global HR project teams, providing local insights and driving implementation.
• Lead or co-lead defined global workstreams as delegated by the Global HR Director.
• Support global change management and communication initiatives to ensure consistent adoption across regions.

7. Training, Knowledge Transfer & Shared Services Enablement

• Act as the regional HR lead for training, knowledge transfer, and capability building in support of SSC growth.
• Support the design and execution of structured knowledge transfer programs between Europe/Cayman entities and SSC locations.
• Partner with business leaders and functional heads to identify roles and processes suitable for transition to SSCs.
• Ensure training plans, documentation, and handover materials are in place prior to and during transitions.
• Coordinate onboarding and upskilling programs for SSC employees to ensure operational readiness and quality delivery.
• Support train-the-trainer models to enable sustainable knowledge replication.
• Monitor training effectiveness and post-transition performance, escalating risks and gaps where required.

8. Reporting & Stakeholder Management

• Provide regular HR reports, insights, and updates to the Global HR Director and regional leadership.
• Provide structured input and reporting for global HR initiatives and projects.
• Partner with Finance on headcount planning, staff cost analysis, and budgeting inputs.
• Maintain strong collaboration with Global HR Operations, Centers of Excellence, and SSC leadership.

Scope of Responsibility

• Geographic scope: Europe region and Cayman Islands
• Operational scope: Regional ownership with global project contribution
• Operating environment: Multi-entity, multi-jurisdiction
• Complexity: High (matrix reporting, regulatory diversity, SSC-driven operating model)

Experience & Qualifications

• 8–12+ years of progressive HR experience, including regional or multi-country responsibility.
• Strong experience across European jurisdictions; exposure to offshore locations (e.g., Cayman Islands) is an advantage.
• Proven track record as an HR Business Partner to senior leadership.
• Demonstrated experience contributing to or leading global HR projects in a matrix organization.
• Experience supporting Shared Services or operating model transitions is highly desirable.
• Background in professional services or multi-entity organizations preferred.

Key Competencies

• Strong knowledge of employment law and HR best practices.
• Ability to balance strategic thinking with hands-on execution.
• Strong project management and cross-functional collaboration skills.
• Excellent stakeholder management and communication skills.
• High level of judgment, discretion, and professionalism.
• Structured, proactive, and resilient.