PpbOur vision is to transform how the world uses information to enrich life for all. /b /ppMicron Technology is a world leader in innovating memory and storage solutions that accelerate the transformation of information into intelligence, inspiring the world to learn, communicate and advance faster than ever. /ph3Job Title: Director, Regional People Lead – (EMEA) /h3pThe Regional People Lead, is a senior strategic leadership role, acting as a trusted advisor to senior leadership and a key architect of business‑aligned people strategy. This position leads the People function at the country / Regional level, serves as the central point of contact for all People‑related matters. /ppThe role operates at the intersection of strategy, organizational transformation and global culture, with a strong focus on a knowledge‑based, forward‑thinking environment. The role primarily supports knowledge‑based populations including RD and technology, operating in fast‑paced, multicultural environments. /ph3Key Responsibilities /h3h3Strategic Leadership Business Alignment /h3ulliSet and develop strategic people vision consistent with the executive leadership and global functional goals. /liliTranslate global People strategies and culture decisions into actionable, country‑specific initiatives that support business outcomes. /liliProvide strategic guidance on talent levers to enable and advance functional and enterprise‑wide strategic goals in close partnership with senior leadership. /liliUse data to predict trends, interpret business impact, and recommend strategic actions that deliver measurable outcomes. /liliAct as the conscience of the function, championing Micron values, culture, and change initiatives. /liliLead the country‑level People Team to deliver business‑aligned People objectives, with clear priorities and impact measures. /liliDefine and drive initiatives to achieve people strategies, prioritizing high‑value activities that support organizational effectiveness, efficiency and scalability. /liliPartner with Centers of Excellence (COEs) to adapt People frameworks to evolving business needs. /liliDrive continuous improvement in People processes and service delivery. /li /ulh3Organizational Development Talent Management /h3ulliLead strategic workforce planning, including global footprint optimization, acquisitions, divestitures, site transitions and organizational transformation. /liliCoordinate organizational design and organisational change efforts in complex evolving business contexts. /liliCultivate a culture of career clarity, professional growth, and well‑defined roles for People Team. /liliProvide leadership to the Business Partnering team People COE Team in the country, under matrix reporting with clear prrformance indicators and measurable impacts. /liliPromote diversity, inclusion, and engagement through targeted initiatives and leadership influence. /li /ulh3Leadership Coaching Team Development /h3ulliProvide coaching and mentorship to People team members to build future leadership capabilities and strengthen strategic HR impact. /liliChampion visibility and recognition for functional leads, supporting their growth and contributions. /liliInfluence executives and staff through mentoring, counseling, and strategic direction. /liliCommunicate People and organizational change initiatives effectively across all levels. /liliConnect business initiatives with results to people at the functional and enterprise level. /liliConnect functional business groups at Country/Region level to align with the mainstream people strategy for the Country/Region. /li /ulh3Global Engagement Representation /h3ulliRepresent country/ Region in global HR forums, giving local insights to enterprise‑wide strategies. /liliCoordinate country‑specific compensation and benefits programs in alignment with global frameworks. /liliDrive local employer branding and talent attraction strategies in collaboration with Talent Acquisition and Corporate Communications. /liliProven executive‑level communication, influence, and partners management skills, with the ability to drive alignment across functions and leadership levels. /liliProven leadership in large‑scale organizational change, such as growth, workforce transitions or site evolution, including negotiation with Italian union representatives. /liliDemonstrated experience leading, coaching, and developing People teams in matrixed or complex organizations. /liliStrong critical thinking and data‑driven decision‑making capability, using business insights to anticipate trends, assess enterprise impact, and guide strategic People actions. /liliDemonstrated experience end‑to‑end workforce planning, talent development, and succession planning to enable sustainable business growth and leadership continuity. /liliProven commitment to values‑based leadership, including diversity and inclusion advocacy, ethical People practices, and culture stewardship. /li /ul /p #J-18808-Ljbffr