Vacancy Search
HR Director (m/f) - AC275
AC275
Permanent
Negotiable
Our client is a dynamic and innovative data center business operating in Southern Europe. Backed by a leading infrastructure investment fund, the company specializes in delivering high-quality colocation services to a diverse client base, including large national and multinational enterprises, financial institutions, hyperscalers, and IT service providers. The business is centered around a Tier 4 green data center, designed to operate sustainably with minimal environmental impact and powered by renewable energy sources.
As a startup in Luxembourg, this role offers the opportunity to be among the first employees contributing to the company’s establishment and growth in the region.
The Director of People and Culture will spearhead the development of a unified and scalable HR framework for the organization, which spans five countries and is growing rapidly through acquisitions. Based in Luxembourg, this leader will manage all HR operations, including payroll, compliance, talent acquisition, employee development, and cultural integration across existing and newly acquired entities. This strategic role demands expertise in integrating new teams, standardizing processes, and building an HR infrastructure to support organizational growth.
As the company acquires a new entity approximately every 4–6 months, the Director will be pivotal in managing integrations, aligning acquired entities with the organization’s values, and ensuring a seamless transition for employees. Over time, this leader will build and develop an internal HR team to support scaling efforts.
Key Responsibilities
1. Strategic Leadership for the group organisation
• Develop and implement a comprehensive people and culture strategy aligned with the company’s growth objectives.
• Act as a strategic advisor to the CEO and senior leadership on all HR-related matters.
• Collaborate with business leaders to prioritize HR investments and develop a roadmap for projects and initiatives.
2. Integration of New Entities
• Oversee HR aspects of mergers and acquisitions, including cultural integration, compliance, and onboarding of new employees (typically ~20 employees per entity).
• Align acquired entities with the company’s HR policies, systems, and values to ensure consistency and operational efficiency.
• Build and execute change management strategies to support employees during transitions.
3. HR Operations and Compliance
• Manage relationships with payroll providers across all countries, ensuring accurate and compliant processing.
• Ensure adherence to labor laws, regulations, and best practices in each country of operation.
• Lead and manage social elections where required, adhering to local legislation.
• Serve as the end-responsible for HR operations, including policy development, compensation, benefits administration, and HRIS management.
4. Standardization and Process Development
• Establish and implement standardized HR processes, policies, and procedures across all entities.
• Drive initiatives to harmonize employee benefits, compensation structures, and performance management systems.
• Develop consistent onboarding and employee lifecycle processes to enhance the employee experience.
5. Talent Acquisition and Retention
• Lead recruitment efforts to attract and retain top talent across all entities.
• Develop a competitive employee value proposition to enhance retention and satisfaction.
6. Employee Development and Training
• Design and implement training programs to upskill employees and support career development.
• Develop leadership and talent development strategies to build internal capacity and succession plans.
7. Culture and Employee Engagement
• Foster a positive, inclusive workplace culture that aligns with the company’s mission and values.
• Lead initiatives to improve employee engagement, satisfaction, and well-being across all entities.
8. HR Team Development
• Build, recruit, and manage a high-performing HR team to support the organization’s scaling needs.
• Define clear roles and responsibilities for HR team members as the company grows.
Requirements
• Master’s degree in business administration, Human Resources, Social Sciences, or equivalent.
• Over 10+ years of strategic HR leadership experience, ideally in multinational organizations within the technology or B2B services sector.
• Demonstrated expertise in managing HR across multiple countries, including payroll, compliance, and employee relations.
• Proven track record in post-merger integrations and scaling HR operations.
• Strong knowledge of international labor laws and compliance.
• Expertise in standardizing HR processes and implementing scalable solutions.
• Exceptional leadership and change management skills.
• Strategic thinker with the ability to align HR initiatives with business objectives.
• Hands-on, adaptable, and results-driven with excellent interpersonal and communication skills.
• Willing to travel to every location when required.
• Language: Fluency in English and at least one other language relevant to the organization’s operations Spanish/ Italian or French.
If you are excited about this opportunity and ready to take the next step in your career, we encourage you to apply and join them in redefining sustainable data center operations.
Greenfield is a leading Luxembourg-based Recruitment and Executive Search Consultancy and has been selected exclusively to fulfill this mandate.
If you are interested in this position or would like to discuss other roles that we are currently recruiting for, please forward your CV in English to alan@greenfield.lu
Greenfield Luxembourg is an equal opportunities employer and welcomes applicants from all sectors of the Community. Due to the nature of our client engagements, we are however unable to support applicants that are outside of our core market areas; and/or do not have an existing eligibility to work in Luxembourg or are not EEA/EU/Schengen country Citizens. We are unable to provide work permits or visa sponsorship opportunities.
As a startup in Luxembourg, this role offers the opportunity to be among the first employees contributing to the company’s establishment and growth in the region.
The Director of People and Culture will spearhead the development of a unified and scalable HR framework for the organization, which spans five countries and is growing rapidly through acquisitions. Based in Luxembourg, this leader will manage all HR operations, including payroll, compliance, talent acquisition, employee development, and cultural integration across existing and newly acquired entities. This strategic role demands expertise in integrating new teams, standardizing processes, and building an HR infrastructure to support organizational growth.
As the company acquires a new entity approximately every 4–6 months, the Director will be pivotal in managing integrations, aligning acquired entities with the organization’s values, and ensuring a seamless transition for employees. Over time, this leader will build and develop an internal HR team to support scaling efforts.
Key Responsibilities
1. Strategic Leadership for the group organisation
• Develop and implement a comprehensive people and culture strategy aligned with the company’s growth objectives.
• Act as a strategic advisor to the CEO and senior leadership on all HR-related matters.
• Collaborate with business leaders to prioritize HR investments and develop a roadmap for projects and initiatives.
2. Integration of New Entities
• Oversee HR aspects of mergers and acquisitions, including cultural integration, compliance, and onboarding of new employees (typically ~20 employees per entity).
• Align acquired entities with the company’s HR policies, systems, and values to ensure consistency and operational efficiency.
• Build and execute change management strategies to support employees during transitions.
3. HR Operations and Compliance
• Manage relationships with payroll providers across all countries, ensuring accurate and compliant processing.
• Ensure adherence to labor laws, regulations, and best practices in each country of operation.
• Lead and manage social elections where required, adhering to local legislation.
• Serve as the end-responsible for HR operations, including policy development, compensation, benefits administration, and HRIS management.
4. Standardization and Process Development
• Establish and implement standardized HR processes, policies, and procedures across all entities.
• Drive initiatives to harmonize employee benefits, compensation structures, and performance management systems.
• Develop consistent onboarding and employee lifecycle processes to enhance the employee experience.
5. Talent Acquisition and Retention
• Lead recruitment efforts to attract and retain top talent across all entities.
• Develop a competitive employee value proposition to enhance retention and satisfaction.
6. Employee Development and Training
• Design and implement training programs to upskill employees and support career development.
• Develop leadership and talent development strategies to build internal capacity and succession plans.
7. Culture and Employee Engagement
• Foster a positive, inclusive workplace culture that aligns with the company’s mission and values.
• Lead initiatives to improve employee engagement, satisfaction, and well-being across all entities.
8. HR Team Development
• Build, recruit, and manage a high-performing HR team to support the organization’s scaling needs.
• Define clear roles and responsibilities for HR team members as the company grows.
Requirements
• Master’s degree in business administration, Human Resources, Social Sciences, or equivalent.
• Over 10+ years of strategic HR leadership experience, ideally in multinational organizations within the technology or B2B services sector.
• Demonstrated expertise in managing HR across multiple countries, including payroll, compliance, and employee relations.
• Proven track record in post-merger integrations and scaling HR operations.
• Strong knowledge of international labor laws and compliance.
• Expertise in standardizing HR processes and implementing scalable solutions.
• Exceptional leadership and change management skills.
• Strategic thinker with the ability to align HR initiatives with business objectives.
• Hands-on, adaptable, and results-driven with excellent interpersonal and communication skills.
• Willing to travel to every location when required.
• Language: Fluency in English and at least one other language relevant to the organization’s operations Spanish/ Italian or French.
If you are excited about this opportunity and ready to take the next step in your career, we encourage you to apply and join them in redefining sustainable data center operations.
Greenfield is a leading Luxembourg-based Recruitment and Executive Search Consultancy and has been selected exclusively to fulfill this mandate.
If you are interested in this position or would like to discuss other roles that we are currently recruiting for, please forward your CV in English to alan@greenfield.lu
Greenfield Luxembourg is an equal opportunities employer and welcomes applicants from all sectors of the Community. Due to the nature of our client engagements, we are however unable to support applicants that are outside of our core market areas; and/or do not have an existing eligibility to work in Luxembourg or are not EEA/EU/Schengen country Citizens. We are unable to provide work permits or visa sponsorship opportunities.
Alan Chbeir
