legora - Director, Employee Relations & Compliance, EMEA

Remote - London, United Kingdom3w ago

Remote Director EMEA Software Nonprofit Compliance Manager CHRO Employee Relations HR Compliance Reporting Documentation

Requirements

• Significant experience leading ER, HR compliance or similar at a fast-scaling company, ideally across multiple EMEA jurisdictions. • Deep, practical knowledge of employment law and ER practice across several of these markets, and comfort working outside your home jurisdiction. • A track record of investigations, disciplinaries and terminations that hold up to scrutiny: calm, neutral and thorough under pressure. • Experience building an ER or compliance function from the ground up: process, hiring, and getting a distributed team to one standard. • Confidence as a senior, independent voice, comfortable escalating to and influencing leadership. • Based in or willing to relocate to London, able to travel across EMEA. • What Success Looks Like • Every formal ER matter across the region handled fairly, consistently and to a legally sound standard. • A resourced, capable EMEA ER team, built out from London to the markets that need it. • The wider People org treats this function as the standing authority on ER and compliance, not a bottleneck. • A function ready to stand on its own, with a credible case for direct CHRO reporting.

Responsibilities

• ER leadership and casework • Own complex casework end to end across every market: investigations, grievances, disciplinaries, PIPs and terminations for cause, to a consistently high, legally sound standard. • Be the escalation point when a matter turns complex, contested or legally weighted, for Local People Advisory and the wider People org. • Hold the bar on case handling: written scoping, contemporaneous documentation, balance-of-probabilities findings, and independent second review of any outcome that could end employment. • Compliance and jurisdictional risk • Own employment and ER compliance across all six markets: statutory notice and consultation, works council and union engagement, mandatory filings and register-keeping, and local implementation of the EU Whistleblowing Directive (disclosures run through a separate channel). • Maintain the EMEA jurisdiction playbook and horizon-scan for legal changes, flagging implications to leadership early. • Engage Employment Counsel at the right moment with a clear written scope, not as a late rescue. • Note: comp-related compliance (pay equity, gender pay gap, benefits) sits with Rewards. • Team and capability building • Build dedicated ER capability across EMEA, prioritised by risk and case volume, on the foundation of the Stockholm team. • Certify and calibrate anyone running a formal ER process, keeping casework consistent as the team grows. • Stakeholder partnership and consistency • Act as the quality check for Local People Advisory across EMEA (who sit in People Operations), signing off local ER and compliance work without managing those roles day to day. • Partner with People Partners, People Operations, People Tech and Rewards so policy and tooling reflect what EMEA markets need. • Turn case patterns into a regular, actionable view for People leadership. • Work with your NORAM and APAC counterparts on one shared case taxonomy, system and calibration forum, representing EMEA's regulatory and cultural nuance in global standards.