VP, Head of Global HR Enablement & Labor Relations

About this role

VP, Head of Global HR Enablement & Labor Relations   

This role has been designed as ‘Hybrid’ with an expectation that you will work on average 2 days per week from an HPE office.

Who We Are:

Hewlett Packard Enterprise is the global edge-to-cloud company advancing the way people live and work. We help companies connect, protect, analyze, and act on their data and applications wherever they live, from edge to cloud, so they can turn insights into outcomes at the speed required to thrive in today’s complex world. Our culture thrives on finding new and better ways to accelerate what’s next. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good. If you are looking to stretch and grow your career our culture will embrace you. Open up opportunities with HPE.

Job Description:

The Head of Global HR Enablement and Labor Relations is a senior HR leadership position responsible for driving a unified HR approach across multiple markets. This role ensures HR functions as one cohesive entity by owning workforce risk   &   management, labor strategy, and local HR execution   & enablement . The incumbent acts as a trusted connector between global HR design and local delivery, translating global priorities into practical, market-specific plans that support business growth, transformation, and compliance within each region’s regulatory environment.   This   role   brings   clarity   to   the HR operating model, foster s   consistent   accountability   and   reduces   fragmented ownership across HR Business Partners (HRBPs) and Centers of Excellence (COEs).  

What  You’ll  Do    

Market HR Leadership (Local HR strategy)    

• Translate and enable global HR priorities into locally executable plans aligned with business   objectives , growth strategies, and   transformation   roadmaps.  

• Ensure compliance with local employment laws and regulations   

• Act as a trusted strategic advisor to HR Business Leaders (HRBLs), HRBPs, and COEs.  

• Partner with and guide regional & country Managing Directors to   identify   and mitigate country-specific risks, trade-offs, and sequencing.  

Labor Relations Strategy    

• Develop and guide local labor relations strategies, including union and   work er s   council s,   Health   and Safety Committee   engagement s .  

• Lead   negotiations, collective bargaining, and dispute resolution efforts, coordinating with Legal, HR, and business stakeholders.  

• Collaborate with Legal on labor-related risks and strategic planning.  

• Monitor external labor market trends and advise on their implications for the business.  

• Create and   maintain   a country-specific HR playbook repository,   providing   practical guidance for effective operations in each market.  

• Coach HR teams   to   manage   complex interactions with union and worker council representati ves.    

• Ensure adherence to labor relations requirements across all   jurisdictions .  

HR Integration and Execution    

• Connect global HR program design with local implementation, ensuring practicality and scalability across regions.  

• Partner with COEs to adapt programs to local needs.  

• Enable HRBPs to focus on strategic business initiatives by reducing local operational complexity.  

Workforce Insights, Risk Management and Execution  

• Understand workforce   trends,   including giving insight into local attrition and labor risks unique to specific markets. Provide insights and advice on workforce stability and external labor market dynamics.  

• Execute   workforce plans and negotiate with local authorities   regarding   employment and labor policies.  

• Lead regional execution of workforce management plans, ensuring alignment with local priorities and stakeholder needs.  

• Partner with HRBPs and business leaders to provide guidance on high-risk employee relations decisions.  

Qualifications & Experience  

• Minimum of 12 years of progressive HR experience, with at least   3   years specifically dedicated to global employee and labor relations within large, complex organizations.  

• Proven   track record   of leading labor relations strategies in multi-national corporations with a minimum employee base of 20,000+ globally, preferably within highly regulated industries such as technology, manufacturing, or energy.  

• Demonstrated success in designing, implementing, and managing global HR operating models that unify dispersed regions into a cohesive framework, with measurable outcomes.  

• Extensive hands-on experience managing labor negotiations, collective bargaining agreements, and union engagement in multiple countries with diverse labor laws and union presence.  

• Deep   expertise   in local employment legislation, union interactions, and regulatory compliance across at least 3-5 different geographies, preferably including North America, EMEA, and APAC regions.  

• Proven ability to develop and execute comprehensive labor strategies that balance legal compliance, employee engagement, and business   objectives , with   demonstrated   success in reducing labor risks and mitigating disputes.  

• Experience managing large HR budgets exceeding $10 million, including resource allocation for labor negotiations, legal compliance, and regional HR initiatives.  

• Demonstrable success leading large teams (75+ HR professionals), including remote and geographically dispersed teams, fostering collaboration and accountability.  

• Prior experience working within or with global enterprise organizations with 20,000+ employees, including experience in highly matrixed environments with multiple stakeholders.  

• A strong understanding of AI tools, including GenAI and Agentic AI, with examples of how they have been   leveraged   to modernize HR processes, increase operational efficiencies, or reduce costs.  

• A track record   of building centralized process rep

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