UPL Limited (NSE: UPL & BSE: 512070, LSE: UPLL) is a global provider of sustainable agriculture products and solutions, with annual revenue exceeding $6bn. We are a purpose-led company. Through OpenAg®, UPL is focused on accelerating progress for the food system. We are building a network that is reimagining sustainability, redefining the way an entire industry thinks and works – open to fresh ideas, innovation, and new answers as we strive towards our mission to make every single food product more sustainable. As one of the largest agriculture solutions companies worldwide, our robust portfolio consists of biologicals and traditional crop protection solutions with more than 14,000 registrations. We are present in more than 130 countries, represented by more than 10,000 colleagues globally. For more information about our integrated portfolio of solutions across the food value chain including seeds, post-harvest, as well as physical and digital services, please visit upl-ltd.com and follow us on LinkedIn, Twitter, Instagram and Facebook.

Our purpose is ‘OpenAg’. An agriculture network that feeds sustainable growth for all. No limits, no borders.

(EOE) EQUAL OPPORTUNITY EMPLOYER STATEMENT:

UPL provides equal employment opportunities (EEO) to all employees and applicants irrespective of their race, color, religion, gender, marital status, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. In addition to federal law requirements, in every location in which the company has facilities, UPL complies with applicable state and local laws governing non-discrimination in employment. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. UPL also reinforces EEO through its Corporate Business Principles and Code of Business Conduct.

JOB SUMMARY:

The Head of HR – Europe Region serves as the strategic HR leader for UPL’s European business, enabling growth, organizational effectiveness, and people‑strategy execution across Europe including the three key sub‑regions: Central & Eastern Europe (CEE), Mediterranean & North‑West Europe (NWE).

In line with UPL’s evolving organizational design and P&L alignment, the role will additionally extend HR leadership across the broader Europe region as defined by the company’s expanded P&L geography, covering both EU markets and select non‑EU countries, including major markets such as Turkey and key Central Asian countries.

In addition, the role will also provide end‑to‑end HR leadership for all Manufacturing sites within this expanded Europe region, ensuring safety, compliance, workforce capability, operational continuity, and strong people practices at UPL’s plants.

This role partners closely with regional Business leadership, functional/manufacturing heads, and global COEs to build a high‑performance culture, strengthen talent pipelines, ensure compliance with diverse labour frameworks across the broader regional geography, and drive HR transformation aligned with varying economic, cultural, and regulatory realities.

JOB RESPONSIBILITIES:

Strategic HR Leadership & Business Partnership

• Serve as the strategic HR partner to Europe leadership, shaping people strategies across CEE, Mediterranean, and NWE sub‑regions as well as additional markets under UPL’s expanded P&L geography.
• Translate business priorities into long‑term workforce strategies aligned with global HR frameworks.
• Lead HR transformation initiatives aimed at increasing agility, simplifying ways of working, and elevating capability maturity across the expanded Europe region.
• Drive collaboration across sub‑regions, ensuring consistent HR governance while accommodating diverse labour, cultural, and market conditions across EU and key non‑EU markets.
• Influence senior leaders through data‑driven insights, proactively identifying people risks, opportunities, and emerging talent needs.

Manufacturing HR Leadership

• Provide HR leadership for all Manufacturing facilities across the Europe region, ensuring seamless alignment between plant‑level HR priorities and the overall regional people strategy.
• Partner with Manufacturing and Operations leaders to drive workforce planning, capability development, and retention of critical technical and engineering talent.
• Lead labour‑relations and employee‑representation interactions at manufacturing sites, ensuring compliant, constructive engagement on shift structures, operational changes, and productivity initiatives.
• Strengthen safety, compliance, and shop‑floor culture by embedding people‑centric EHS practices, standardized onboarding, and disciplined HR operations (attendance, grievance handling, adherence to procedures).
• Support modernization and transformation in plants by enabling reskilling, workforce readiness, and change management for digital and automation initiatives.

Talent, Capability & Leadership Development

• Build a strong leadership and succession pipeline for critical roles
• Partner with global Talent COEs to enhance leadership development, future skills readiness, and technical/commercial capability building.
• Strengthen a performance‑enablement culture by coaching leaders, embedding accountability, and reinforcing meritocracy.
• Lead strategic workforce planning to address capability gaps, retention challenges, and competitive talent dynamics.
• Champion diversity, inclusion, and cross‑country mobility to deepen regional talent strength.

Organizational Effectiveness & operational excellence

• Lead organizational design efforts that enhance scalability, efficiency, and alignment with evolving business models.
• Drive structural simplification, productivity improvements, and role‑clarity efforts to optimize cost‑to‑capability outcomes.

Culture, Engagement & Employee Experience

• Shape a unified, inclusive culture across the integrated Europe region, reinforcing UPL leadership behaviours and values.
• Design and deploy engagement programs tailored to the nuances of both European and relevant non‑EU workforce groups to elevate employee experience and retention.
• Implement wellbeing, safety, and ethics initiatives that foster a psychologically safe and compliant environment.

Governance, Compliance & Risk Management

• Ensure full compliance with European labour laws and employee‑representation structures, including works councils, social dialogue forums, and consultation requirements.
• Lead the EU Pay Transparency implementation across Europe.
• Maintain strong GDPR‑aligned employee‑data practices, including data governance, lawful processing, retention, and risk controls.
• Anticipate labour, regulatory, and market risks, and develop forward‑looking mitigation strategies tailored to Europe’s distinctive operating environment (including reward strategies for inflation‑affected markets, where relevant).

REQUIRED EDUCATION AND EXPERIENCE:

• 15–20 years of progressive HR leadership experience in multinational matrix organizations.
• Strong exposure to European markets, with deep understanding of labour laws, social‑dialogue mechanisms, and regional talent dynamics.
• Experience supporting manufacturing plants or industrial operations is strongly preferred.
• Proven experience leading HR across multiple countries or large regional portfolios.
• Experience working in complex, volatile, or cost‑sensitive markets and navigating multi‑country regulatory environments.
• Demonstrated ability to influence senior leaders, manage cross‑border teams, and lead large‑scale change programs.
• Strong business acumen, analytical capability, and strategic decision‑making skills.
• Fluency in English required; proficiency in an additional major European language (e.g., German, French, Spanish, Italian) preferred.

UPL COMPETENCIES:

• Adaptability & Resilience: Recognizes and is open to changing circumstances and alters behavior and scales up as necessary; increases personal awareness and appreciation of individual and cultural differences to create an open, inclusive, and accepting workplace.
• Entrepreneurial Mindset: Has a creative mindset and ability to think holistically, takes calculated risks and maximizes opportunities.
• Results Orientations: Takes action, pursues goals with persistence and achieves results; communicates goals and vision to the team to drive enthusiasm and ambition.
• Execution Excellence: Enhances the speed of execution and builds efficiency in processes, systems and people; has sharp focus on quality-orientation.
• Strategic Orientation: Demonstrates knowledge of the social, economic, and environmental factors and how they impact the business. Identifies key issues that could impact the business and develops strategy through an analytical lens / design thinking.
• Building Teams and Talent: Empowers colleagues through knowledge sharing and delegation, quickly establishing rapport; provides recognition for achievements and accomplishments.
• Customer Centricity: Understands the customer needs and pain points, fulfills the needs and expectations by focusing on creating value for customers.

We are one team, for maximum impact. One team with shared goals. We all play for the team and no one plays against the team. We have a laser-like focus on what our customers need and want, on anticipating their future needs and on how we can create innovative solutions and experiences for them.

#UPLJobs