Director, HRBP EMEA

SharkNinja is a global product design and technology company, with a diversified portfolio of 5-star rated lifestyle solutions that positively impact people’s lives in homes around the world. Powered by two trusted, global brands, Shark and Ninja , the company has a proven track record of bringing disruptive innovation to market and developing one consumer product after another has allowed SharkNinja to enter multiple product categories, driving significant growth and market share gains. Headquartered in Needham, Massachusetts with more than 4,100 associates, the company’s products are sold at key retailers, online and offline, and through distributors around the world.

AI at SharkNinja

At SharkNinja, we’re building an AI-native culture. We’re not waiting for the future; we’re creating it. Our people are expected to experiment boldly, adopt new tools, and continuously raise what’s possible to create meaningful impact for our consumers. If you believe the best way to do your job hasn’t been invented yet, you’ll fit right in.

Director, HRBP - EMEA

The Role

We're looking for a Director, HRBP who rolls up their sleeves. Not a strategist who hands work downstream. Not a consultant who surfaces insight and moves on. Someone who stays in the room, does the work, and is the person our senior leaders call when things get hard.

You'll partner directly with functional leaders across EMEA - coaching them, challenging them, and being genuinely present in the day-to-day complexity of running high-performing teams across multiple markets.

Reporting to the EMEA CPO.

What You'll Actually Do

Be present with leaders - not a layer above them

Shape the org - then make it work

Coach, don't just advise

• Build deep, trusted relationships with senior leaders; be their first call, not a last resort
• Show up in the detail - org decisions, difficult conversations, team dynamics - not just the set-piece moments
• Own your outcomes end-to-end, partnering closely with CoEs and People Experience to deliver - but never using them as a reason to step back
• Ensure the right people in the right roles at the right time using the levers in your toolbox: e.g. capability development, talent assessment, hiring, strategic workforce manager
• Lead org design work through to implementation, not just the deck
• Drive change initiatives with pace; see them through to adoption
• Own workforce planning, headcount and people budget management - building the plan, tracking it, and holding the line as priorities shift
• Set and hold high performance standards with leaders - with pace and without ambiguity
• Lead talent reviews, succession planning, and pipeline work that actually influence decisions
• Spot and address underperformance early; don't wait for it to become a crisis
• Partner with people managers and local HR Management teams to translate local employment law requirements to leadership
• Balance commercial pragmatism with compliance across multiple jurisdictions
• Work hands-on with senior leaders to improve how they lead, give feedback, and build their teams
• Drive capability where it's needed, not just where it's easy </l