Regional HR Operations LeadLHH

The Adecco Group Switzerland

Our client is a rapidly transforming, privately owned company operating in a fast‑scaling environment.

Following significant strategic investments, the business is evolving its HR operating model toward a more data‑driven and process‑led approach to support future growth.

To support this transformation, the organization is creating a new regional HR role with a strong operational, analytical, and systems focus. This role is critical to enabling scale, harmonization, and consistency across countries as the workforce is expected to multiply significantly through organic growth and potential acquisitions.

Role Purpose

The Regional HR Operations Lead will own the employee experience end‑to‑end from a process, data, and systems perspective across the region. The role exists to:

Ensure consistency, rigour, and scalability of HR processes across countries

Act as the regional owner of HR data, reporting, KPIs, and systems

Relieve HR Directors from operational and bureaucratic workload, enabling them to act as true business partners

Serve as the backbone of the region's HR transformation during a period of extreme growth

Key Responsibilities

1. HR Operations & Process Ownership

-Act as regional owner of core HR processes across the employee lifecycle (hire to retire)

-Design, optimise, document, and harmonise HR processes across European countries

-Own the operational execution and continuous improvement of HR workflows

-Ensure scalability of HR processes to support rapid workforce growth (10x scenarios)

2. HR Data, KPIs & Reporting

-Own all regional HR data governance and integrity

-Build, calculate, analyse, and present HR KPIs and dashboards for leadership

-Translate HR data into actionable insights for business and HR leadership

-Act as the reference point for all people‑related metrics and reporting

3. Compensation, Reward & Performance

-Own the data and process execution of the annual compensation and reward cycle

-Manage all calculations, validations, and reporting related to pay reviews, bonuses, and incentives

-Support performance management cycles from a process‑launch and data‑management perspective

-Absorb responsibilities previously outsourced to third‑party providers, now fully in‑house

4. Systems & HR Technology

-Play a central role in the SuccessFactors implementation and rollout

-Act as regional process owner within the SuccessFactors ecosystem

-Ensure effective adoption, data quality, and optimisation of HR systems post‑implementation

-Drive alignment between systems, KPIs, and HR processes

5. Regional & International Collaboration

-Work closely with the three HR Directors in the region as their operational and data counterpart

-Ensure consistency of employee experience and HR standards across countries

-Prepare the HR infrastructure to support future M&A and geographic expansion

6.L&D:

-Design and manage the region L&D calendar, ensuring programs are aligned with business priorities

-Manage the end to end process execution of performance cycle

Profile

Experience

• 7 - 10 years of progressive HR experience
• Proven exposure to multiple HR sub‑functions (operations, rewards, talent, learning, systems)
• Experience in matrixed, multinational organisations
• Strong track record in HR operations, data, and process management
• Prior involvement in HR transformation and system implementation (SuccessFactors preferred)

Mindset

• Deeply comfortable with transactional, operational, and process‑heavy work
• Enjoys structure, rigour, and precision; derives satisfaction from "making HR work"
• This is a doer‑leader role for someone who enjoys depth, structure, and operational excellence
• Pragmatic, resilient, and confident operating in fast‑changing, volatile environments
• Strong cultural sensitivity and ability to build trust across countries and leadership styles

Regular travel

Career Perspective

This role offers significant long‑term upside:

Immediate impact in a region growing from ~400 employees to several thousand

Exposure to senior leadership

Potential evolution into a global HR COE role

Participation in shaping HR foundations for a business with a strong growth momentum