UPL Limited (NSE: UPL & BSE: 512070 LSE: UPLL) is a global provider of sustainable agriculture products and solutions with annual revenue exceeding $6bn. We are a purpose-led company. Through OpenAg UPL is focused on accelerating progress for the food system. We are building a network that is reimagining sustainability redefining the way an entire industry thinks and works open to fresh ideas innovation and new answers as we strive towards our mission to make every single food product more sustainable. As one of the largest agriculture solutions companies worldwide our robust portfolio consists of biologicals and traditional crop protection solutions with more than 14000 registrations. We are present in more than 130 countries represented by more than 10000 colleagues globally. For more information about our integrated portfolio of solutions across the food value chain including seeds post-harvest as well as physical and digital services please visit and follow us on LinkedIn Twitter Instagram and Facebook.

Our purposeis OpenAg. An agriculture network that feeds sustainable growth for all. No limits no borders.

(EOE) EQUAL OPPORTUNITY EMPLOYER STATEMENT:

UPL provides equal employment opportunities (EEO) to all employees and applicants irrespective of their race color religion gender marital status sexual orientation gender identity or expression national origin age genetic information disability or veteran addition to federal law requirements in every location in which the company has facilities UPL complies with applicable state and local laws governing non-discrimination in employment. This policy applies to all terms and conditions of employment including recruiting hiring placement promotion termination layoff recall transfer leaves of absence compensation and training. UPL also reinforces EEO through its Corporate Business Principles and Code of Business Conduct.

JOB SUMMARY:

The Head of HR Europe Region serves as the strategic HR leader for UPLs European business enabling growth organizational effectiveness and peoplestrategy execution across Europe including the three key subregions: Central & Eastern Europe (CEE) Mediterranean & NorthWest Europe (NWE).

In line with UPLs evolving organizational design and P&L alignment the role will additionally extend HR leadership across the broader Europe region as defined by the companys expanded P&L geography covering both EU markets and select nonEU countries including major markets such as Turkey and key Central Asian countries.

In addition the role will also provide endtoend HR leadership for all Manufacturing sites within this expanded Europe region ensuring safety compliance workforce capability operational continuity and strong people practices at UPLs plants.

This role partners closely with regional Business leadership functional/manufacturing heads and global COEs to build a highperformance culture strengthen talent pipelines ensure compliance with diverse labour frameworks across the broader regional geography and drive HR transformation aligned with varying economic cultural and regulatory realities.

JOB RESPONSIBILITIES:

Strategic HR Leadership & Business Partnership

• Serve as the strategic HR partner to Europe leadership shaping people strategies across CEE Mediterranean and NWE subregions as well as additional markets under UPLs expanded P&L geography.
• Translate business priorities into longterm workforce strategies aligned with global HR frameworks.
• Lead HR transformation initiatives aimed at increasing agility simplifying ways of working and elevating capability maturity across the expanded Europe region.
• Drive collaboration across subregions ensuring consistent HR governance while accommodating diverse labour cultural and market conditions across EU and key nonEU markets.
• Influence senior leaders through datadriven insights proactively identifying people risks opportunities and emerging talent needs.

Manufacturing HR Leadership

• Provide HR leadership for all Manufacturing facilities across the Europe region ensuring seamless alignment between plantlevel HR priorities and the overall regional people strategy.
• Partner with Manufacturing and Operations leaders to drive workforce planning capability development and retention of critical technical and engineering talent.
• Lead labourrelations and employeerepresentation interactions at manufacturing sites ensuring compliant constructive engagement on shift structures operational changes and productivity initiatives.
• Strengthen safety compliance and shopfloor culture by embedding peoplecentric EHS practices standardized onboarding and disciplined HR operations (attendance grievance handling adherence to procedures).
• Support modernization and transformation in plants by enabling reskilling workforce readiness and change management for digital and automation initiatives.

Talent Capability & Leadership Development

• Build a strong leadership and succession pipeline for critical roles
• Partner with global Talent COEs to enhance leadership development future skills readiness and technical/commercial capability building.
• Strengthen a performanceenablement culture by coaching leaders embedding accountability and reinforcing meritocracy.
• Lead strategic workforce planning to address capability gaps retention challenges and competitive talent dynamics.
• Champion diversity inclusion and crosscountry mobility to deepen regional talent strength.

Organizational Effectiveness & operational excellence

• Lead organizational design efforts that enhance scalability efficiency and alignment with evolving business models.
• Drive structural simplification productivity improvements and roleclarity efforts to optimize costtocapability outcomes.

Culture Engagement & Employee Experience

• Shape a unified inclusive culture across the integrated Europe region reinforcing UPL leadership behaviours and values.
• Design and deploy engagement programs tailored to the nuances of both European and relevant nonEU workforce groups to elevate employee experience and retention.
• Implement wellbeing safety and ethics initiatives that foster a psychologically safe and compliant environment.

Governance Compliance & Risk Management

• Ensure full compliance with European labour laws and employeerepresentation structures including works councils social dialogue forums and consultation requirements.
• Lead the EU Pay Transparency implementation across Europe.
• Maintain strong GDPRaligned employeedata practices including data governance lawful processing retention and risk controls.
• Anticipate labour regulatory and market risks and develop forwardlooking mitigation strategies tailored to Europes distinctive operating environment (including reward strategies for inflationaffected markets where relevant).

REQUIRED EDUCATION AND EXPERIENCE:

• 1520 years of progressive HR leadership experience in multinational matrix organizations.
• Strong exposure to European markets with deep understanding of labour laws socialdialogue mechanisms and regional talent dynamics.
• Experience supporting manufacturing plants or industrial operations is strongly preferred.
• Proven experience leading HR across multiple countries or large regional portfolios.
• Experience working in complex volatile or costsensitive markets and navigating multicountry regulatory environments.
• Demonstrated ability to influence senior leaders manage crossborder teams and lead largescale change programs.
• Strong business acumen analytical capability and strategic decisionmaking skills.
• Fluency in English required; proficiency in an additional major European language (e.g. German French Spanish Italian) preferred.

UPL COMPETENCIES:

• Adaptability & Resilience: Recognizes and is open to changing circumstances and alters behavior and scales up as necessary; increases personal awareness and appreciation of individual and cultural differences to create an open inclusive and accepting workplace.
• Entrepreneurial Mindset: Has a creative mindset and ability to think holistically takes calculated risks and maximizes opportunities.
• Results Orientations: Takes action pursues goals with persistence and achieves results; communicates goals and vision to the team to drive enthusiasm and ambition.
• Execution Excellence: Enhances the speed of execution and builds efficiency in processes systems and people; has sharp focus on quality-orientation.
• Strategic Orientation: Demonstrates knowledge of the social economic and environmental factors and how they impact the business. Identifies key issues that could impact the business and develops strategy through an analytical lens / design thinking.
• Building Teams and Talent: Empowers colleagues through knowledge sharing and delegation quickly establishing rapport; provides recognition for achievements and accomplishments.
• Customer Centricity: Understands the customer needs and pain points fulfills the needs and expectations by focusing on creating value for customers.

We are one team for maximum impact. One team with shared goals. We all play for the team and no one plays against the team. We have a laser-like focus on what our customers need and want on anticipating their future needs and on how we can create innovative solutions and experiences for them.

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