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Head Regional Talent - Europe

Digitalization is changing the way companies operate and network, but the need for great talent to maintain and even enhance the human and cultural aspects in a technically oriented organization has never been greater. The  purpose of this role is underpin the efforts of the Global Centre of Expertise (CoE)  in driving the needs and aspirations of people within Oerlikon while enhancing the value of the business that we support.

As the key point of contact for our business leaders and HR Operations teams across Europe, you will have your fingers in multiple honey pots all at the same time: Learning, development & career paths; succession planning; company culture; employee engagement & experience projects; digitalization initiatives; high potential talent shaping and much more.


We expect you to be more than just an expert in people matters; you also need to be a business orientated and focused individual as adding value to our business is the core aim of everything we do. You are not new at this; you are seasoned, with several years’ experience in a large multinational behind you. You will be expected to hit the road with well-worn shoes with a few good years left in them.

You need to be happy in a very fast paced and high-pressured environment with some ambiguity, change and volatility. If you prefer the armchair and a relaxed life do not apply. And we will test for this.

You will probably get regularly pulled in different directions; you may not always have time to do the things you want but you will have room to learn, grow, play with new ideas and travel across the region.

You will report to the function at a global level who in turn is your access to the top of HR. You will not have anyone working or reporting to you but will be able to tap into the expertise and passion of other colleagues in the diversified, multicultural and transparent team.

If you like what you are reading so far, check out the details and make a decision. Extraordinary people only. We will test for that too.

In order of your time and key accountabilities, you can expect to be working on:

Talent Development, Growth, Engagement & HR strategic topics
• Design, develop and running of existing learning programs and other customized workshops across the region, supporting the different business and organizational initiatives as needed.
• Accountable for the roll out of ad hoc and specific strategic projects, such as employee engagement surveys, employee experience and digitalization topics
• Ensure that a High Potential development plan is kept updated and is followed with reporting as needed with local HR and Line Managers
• Be the single point of contact for the business in the region: Consult and support line managers and in partnership with local HR for “all” CoE matters
• Design & run conferences and projects for high potentials including business stakeholder activity and ensure visibility at highest levels for conference attendees

Talent Calibration, pipelining & assessment
• Drive and facilitate in cooperation with the HR Operations team the Talent calibration in the region and update the system for reporting purposes.
• Proactively  match High Potential employees profiles with existing and potential future open positions/projects and act as internal Promoter for High Potentials
• Oversee and own the processes to provide transparency to business line managers & HR on the robustness, content and size of talent pipelines and pools for succession planning.
• Assist in the definition of local key (business critical) positions and maintain/build pipelines for these positions
• Establish/adapt global internal talent pools for sourcing and succession planning across business units
• Promote and ensure visibility of talent pools and pipelines to all local business leaders & HR to generate high pipeline placement (build vs buy) and reduce external recruitment costs
• Define ad interim and succession candidates with the line managers and define these in Talent Pools
• Run and debrief independent assessment and evaluations for supporting of decision making involving all high potentials
• Be accountable for and recognize cross segment job rotation opportunities for High Potentials
• Update talent data in the success favors system (you have no admin. support)

Other (Culture, Acquisition, Experience…)
• Identify employer branding opportunities and implement actions aligned with global expectations
• Actively support local recruitment processes by offering additional experience to the acquisition of High Potential (example; additional sourcing, additional interviews, HiPo assessments…)
• Advise on strategic sourcing and talent pool creation for critical recruitment activities within the region
• Advise on strategic recruitment projects and support interviewing and/or assessment for pre-defined executive/critical searches
• Contribute to the strategic development of future programs such as graduate fast track, business school programs and relationships, new technology integration etc.

We expect

Knowledge & Skills Summary:
Must haves, do not even apply if you cannot demonstrate:

• Experienced professional especially in the area of building and leading learning and development programs, customizing these and/or running people assessments
• Proven track record of building, maintaining and leading High Potential pools and pipelines, running talent calibration exercises, constructing Individual Development Plans
• Able to converse with (and challenge) senior leaders in business language and quickly grasp the expressed needs of the business and translate these into people needs
• Good project management and organizational skills
• Fluency in English
• Desire and readiness to travel 30-40% of your time and sometimes at ugly hours
• Big shoulders to handle lots of pressure

Nice to haves, that will help you in your application
• International exposure
• Experience with high tech and innovative companies
• Speaks the language of business, maybe even a business background. But can turn this into the language of people too
• Fluency in English, German may help at times but is not critical
• Desire and readiness to travel 30-40% of your time and sometimes at ugly hours
• Experience with high tech and innovative companies is a plus

Ideal Education and work Experience:
• At (least) Master’s Degree in Business Management, Talent Management, Organizational Behavior/Psychology or Leadership is preferred. MBA ideal…
• 5-7 years operational and strategic human resources experience gained in a highly regarded consulting other large company with best-in-class performance management and talent management practices
• Experience in a large complex / matrix driven corporate environments with exposure to diverse projects & cultures across country boarders

About us

Oerlikon is a leading global technology Group, with a clear strategy to become a global powerhouse in surface solutions, advanced materials and materials processing. Backed by the key ability to intelligently engineer and process surface solutions and advanced materials, the Group is committed to invest in value-bringing technologies that provide customers with lighter, more durable, more efficient and environmentally sustainable products. A Swiss company with over 100 years of tradition, Oerlikon has a global footprint of over 13 500 employees at more than 180 locations in 37 countries and sales of CHF 2.3 billion in 2016. The company invested CHF 94 million in R&D in 2016 and has over 1 000 specialists developing innovative and customer-oriented products and services.