Director of Human Resources

In this role, you will:

Member of the HRBP community of practice, developing and executing against the enterprise people strategy.

Member of AMEA Leadership Team, developing and executing the AMEA SBU strategy.

Take primary ownership for the development and roll out of AMEA’s and Joint Venture’s People Strategy across a large geographical remit, including down to country and site level.

Lead strategic people initiatives in support of broader AMEA business strategy.

Lead the workforce planning process within the region.

Lead integration of Clorox people strategies and implement within the region where applicable and adds value.

Where Clorox strategies are not available, personally lead the identification and delivery in line with business needs (especially within the JV businesses).

Identify, agree, define and implement culture and engagement programs at regional level

Maintain communications and linkage to Clorox HR

Act as lead in People agenda for M&A related activities, including identification, due diligence and post M&A integration.

Ensure HR processes are competitive programs and structures are in place and integrated across business.

Ensure controls and standards are in place for all people related aspects of our business, including compliance payroll, employment standards, local regulations.

Escalation point for employment matters, which are all non-routine/complex given the nature of the AMEA business

Influence, prepare and deliver the HR budget across for AMEA SBU

HR consultant

HR leader for AMEA leadership team, providing HR perspective on business discussions.

Go beyond ‘meeting service requests but act as a catalyst for change, and coach LT members using broad business experience.

Understand business challenges/opportunities (both internally and externally) and support AMEA leaders in driving culture, as well as acting as an equal face of the the business leadership to local teams (beyond HR).

Provide guidance, coaching, and thought leadership to AMEA leaders and managers

Provide Clorox HR expertise and guidance on JV projects and ensure projects/priorities are coordinated and aligned to the broader strategy.

Where Management Control sits with Clorox, personally direct the delivery of work, and be wholly accountable for it, when it comes to HR.

Provide feedback, and actively engage stakeholders within Clorox HR, to ensure the uniqueness, is considered and incorporated in relevant Clorox/JV HR initiatives.

​

Lead, manage, and develop HR staff in the region.

What we look for:

10+ years of progressive HR management experience, including at least 5 years in senior HR leadership roles within complex, multi‑national organizations; FMCG experience strongly preferred.

Proven senior HR generalist with end‑to‑end experience across the full HR lifecycle, from payroll and employee relations through strategy, organizational design, and transformation.

Demonstrated success acting as a trusted advisor and strategic partner to executive and senior leadership, influencing decisions beyond the HR function.

Strong hands‑on expertise across all core HR disciplines, including Compensation & Benefits, Talent Acquisition, Learning & Development, Communications, Employee Relations, and Workforce Planning.

Deep working knowledge of international labor laws, employment practices, and local ordinances across multiple jurisdictions (e.g., Middle East, Saudi Arabia, Asia), including experience managing unionized workforces.

Extensive experience within Joint Venture and complex corporate entity structures, including board governance, statutory duties, and compliance obligations. (HIGHLY PREFERRED)

supporting high‑growth, scale‑up environments, including entering new markets and building HR operating models in emerging or evolving markets.

Background supporting manufacturing businesses and frontline/manufacturing workforces; working knowledge or qualification in Health & Safety Management is highly preferred.

Demonstrated expertise in managing local litigation and employee relations matters in close partnership with Legal.

Ability to operate independently and “self‑serve” in environments with limited corporate infrastructure or centralized support.

Strong business, commercial, and strategic acumen, with the ability to translate business strategy into executable people initiatives.

Comfortable navigating ambiguity, competing priorities, and ad‑hoc demands while consistently driving results and process improvement.

Highly effective communicator and influencer with strong consultation, critical thinking, and stakeholder management skills; able to adapt approach to diverse cultural contexts.

Proven people leader with strong coaching, development, and team management capabilities.

University degree required; advanced degree in Human Resources, Business, or Behavioral Sciences preferred.

Fluency in English (written and verbal) required; Arabic is a plus but not required.