Back to jobs

HR Director Europe & Africa

London, England, United Kingdom

Envoy Global is a proven innovator in the global immigration space. Our mission combines our industry-leading tech platform with holistic service to streamline, simplify and expedite the immigration process for employers and individuals.

Are you a strategic HR leader who can navigate complex global org charts and laugh at HR memes? Envoy Global is looking for an HR Director to lead our people strategy across Europe and Africa. The Human Resources Director, Europe & Africa, will play a pivotal role in shaping our regional strategy and delivering an exceptional employee experience aligned with our rapid growth and evolving organizational needs. 

Reporting to the VP HR, EMEA & APAC, and with a dotted line to the Chief People Officer, you’ll partner with business leaders to develop talent, drive organizational effectiveness, and foster an inclusive, high-performance culture. You will utilize your knowledge of corporate policy, country laws, and partnering with business leaders to create a positive environment for employees by guiding, challenging, and coaching managers and employees to ensure they have the talent capabilities needed to drive and support business objectives. This is a hands-on, strategic role requiring experience in fast-paced, high-growth, ever-changing, tech-enabled environments. You’ll be a trusted advisor to leaders, guiding and coaching them to build strong teams and align people strategies with business goals.

 

 

This role is a Hybrid role that can report to either our London or Bromley offices, 2 days a month for collaboration days and occasional In person meetings. 

 

 

As our HR Director, Europe & Africa, you will be required to: 

People Strategy & Culture 

  • Serve as a strategic HR partner to Europe and Africa business leaders, aligning people strategies with organizational objectives
  • Champion Envoy Global’s culture through effective communication, organizational design, change management, and employee engagement
  • Coach leaders and teams to strengthen management practices and leadership capabilities
  • Assess organizational effectiveness and implement solutions to support business strategy
  • Lead complex change initiatives and ensure successful adoption across business units
  • Manage all employee onboarding and offboarding, including systems

Talent Acquisition & Talent Development 

  • Develop career pathways and performance metrics to retain top talent and drive profitability
  • Partner with global HR leaders to manage annual talent processes, including performance reviews and succession planning
  • Ensures annual reviews are completed on time, preparing and analyzing post-review reports, and participating in difficult review discussions
  • Partner with HR leadership team to design and deliver leadership development and manager education programs; Customize programs as needed per country or based on specific needs of employee base
  • Lead recruitment efforts across Europe and Africa, at times running the entire recruitment process within Envoy Global’s recruitment workflow and other cases utilizing internal recruiting resources

Employee Experience & Performance Management 

  • Analyze people data (e.g., turnover, engagement, employee relations issues) to identify trends and recommend solutions
  • Lead employee relations matters, including investigations, grievances, and terminations
  • Collaborate on HR programs, policies, and engagement initiatives throughout the employee lifecycle
  • Support adoption of HR tech tools (HRIS, payroll, ATS, L&D systems)
  • Advise on payroll, benefits, and compensation in partnership with People Operations and Total Rewards teams
  • Execute annual merit, bonus, and promotion cycle for identified countries

Legal, Compliance, & Policy 

  • Ensure compliance with local labor laws and internal policies across multiple countries
  • Lead policy development and updates for Europe and Africa in alignment with global standards
  • Provide expert guidance on complex employee relations and legal matters
  • Partner with internal and external stakeholders to manage employment contracts and compliance initiatives

Acquisitions & Integrations 

  • Lead HR integration efforts for mergers and acquisitions across Europe and Africa, ensuring smooth cultural and structural transitions; Understand local employee transfer protocol such as TUPE in the UK
  • Partner with business leaders and global HR teams to align people strategies during integration, including workforce planning, talent retention, and communication
  • Develop and execute change management plans to support employee engagement and minimize disruption
  • Ensure compliance with local labor laws and internal policies throughout the integration process
  • Support the development of onboarding and orientation programs tailored to newly acquired teams

To apply for this role, you should possess the following skills, experience and qualifications: 

  • Bachelor’s or Master’s Degree in a relevant field plus 10 or more years of progressive success as a senior strategic HR business partner/manager
  • CIPD accreditation preferred
  • Experience implementing large-scale HR programs
  • Experience with UK employment law, coupled with a demonstrated ability to gain a high-level understanding of territorial employment customs and practices
  • Experience with M&A (workforce transition, talent management, and communication strategies)
  • Experience in labor relations/employment regulations within large, complex global organizations supporting multiple countries would be highly beneficial: Austria, Germany, France, Ireland, Kenya, Namibia, Netherlands, South Africa, Spain, and/or Sweden
  • Experience with data-driven decision making and people analytics
  • Demonstrated experience of working with C-Suite and senior management teams in a large, complex multinational environment

 

 

This role is a Hybrid role that can report to either our London or Bromley offices, 2 days a month for collaboration days and occasional In person meetings. 

 

In return, you will work for a supportive, employee-focused organization that encourages staff to achieve a work-life balance, teamwork, and communication on a global scale with other offices.

#LI-HYBRID

 

 

 

Create a Job Alert

Interested in building your career at Envoy Global, Inc.? Get future opportunities sent straight to your email.

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf

Education

Select...
Select...
Select...
Select...
Select...
Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Envoy Global, Inc.’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.