HR Manager- Ireland & Emerging Regions

About ATC

ATC is a global logistics, white-glove, and technical services specialist for data centers. For over 45 years, we’ve helped deliver Europe’s data centers safely, securely, and right the first time. Our work includes specialist IT transport and relocations, as well as full data center commissioning and decommissioning.

As part of the Arvato Group, we benefit from the strength, scale, and global expertise of one of the world’s leading supply chain and technology partners. What truly sets us apart, however, is our people. We invest in training, development, and continuous improvement, and we take pride in building long-term relationships with our clients and teams across Europe.

The Role

The HR Manager – Ireland & Emerging Regions is a hands-on, operationally strong HR leader responsible for the end-to-end people agenda in Ireland in the capacity of the country Head of HR for Arvato in Ireland, being the HR Business Partner for the global Cloud business and additionally providing HR oversight and support for several smaller and developing regions globally. The role operates in a matrix organization, aligning closely with business unit leadership while partnering with HR colleagues across multiple countries to ensure consistency with global HR strategy.

The HR Manager – Ireland & Emerging Regions serves in a multi-faceted leadership capacity, with the role distinctly structured into three primary areas:

· Head of HR for Ireland: Acts as the country Head of HR for Arvato in Ireland, overseeing the full people agenda. This responsibility includes leading end-to-end HR operations, ensuring compliance with local employment legislation and company policies, and delivering high-quality HR support for managers and employees across all Irish sites. The role is hands-on and operationally focused, supporting a growing workforce of currently approximately 300 employees across two locations.

· Strategic HR Business Partner for the Global Cloud Business: Functions as the dedicated HR Business Partner for Arvato’s global Cloud business, supporting the business lead for Cloud. This includes aligning HR deliverables with the business strategy, partnering closely with Cloud business leadership in a matrix structure, and providing strategic HR support across multiple countries. The role involves workforce planning, organizational design, and talent management to drive business performance and growth in the Cloud division.

· Member of the Global HR Function: As part of the global HR team, the role collaborates with HR colleagues worldwide to ensure consistency with Arvato’s overall HR strategy. In addition, the HR Manager provides HR oversight and support for several smaller and developing regions globally, adapting HR frameworks to varying levels of maturity while maintaining alignment with global standards. The position also contributes to building local HR capabilities and external partner networks in new or emerging markets.

This position operates in a growth-oriented and dynamic environment, where the incumbent plays a pivotal role in establishing, scaling, and stabilizing HR frameworks, supporting regional expansion, and enabling business strategy through pragmatic, compliant, and people-centric HR solutions. The role blends day-to-day HR operations with strategic setup and partnership work, reflecting both local and global responsibilities.

Key Responsibilities (not exhaustive)

HR Operations & Country Responsibility

· Lead end-to-end HR operations for Ireland, ensuring full compliance with local employment legislation, labor standards, and company policies for ~300 employees across two sites.

· Support the setup of HR operations in new countries or expanding regions, including policies, processes, contracts, and local compliance frameworks.

· HR responsibility for smaller or emerging regions, adapting HR approaches to local needs while maintaining alignment with global standards.

· Act as the primary HR point of contact for managers and employees across regions, ensuring consistent, high-quality HR support.

Business Partnering & Matrix Organization

· Partner closely with business unit leaders in a matrix structure, balancing local, regional, and global priorities.

· Align HR deliverables with the business strategy, e.g. workforce planning, organizational design, and people decisions, ensuring HR solutions are commercially grounded.

· Coach and advise leaders on employee relations, performance management, organizational change, and people leadership topics.

Collaboration & Multi-Country Alignment

· Within Cloud Operations, liaise regularly with HR colleagues across countries to share best practices, ensure alignment with global HR initiatives, and support cross-border consistency

· Within global HR, contribute to regional and international HR projects, supporting local implementation of global frameworks, policies, and systems.

· Act as a connector between central HR functions (e.g. CoEs) and local business needs.

Talent, Leadership & Capability Building

• Support and enable managers through structured guidance, education, and practical tools on hiring, performance management, and people leadership.
• Contribute to the development of leadership and talent practices appropriate to the size and maturity of each region.
• Support workforce planning and hiring activities in collaboration with talent acquisition partners.

HR Infrastructure, Vendors & Governance

• Help establish and manage external HR vendors (legal, payroll, HR advisory) outside of Ireland, ensuring effective and compliant service delivery.
• Build a strong HR team as the business grows, defining roles, responsibilities, and operating models as needed.
• Ensure accurate data management and effective use of HR systems to support decision-making and reporting.
• Work with established Arvato countries where Cloud Operations are present

Strategy & Continuous Improvement

• For both the local Irish business and the global Cloud Organization, translate business strategy into practical HR priorities, supporting growth, scalability, and operational stability.
• Identify gaps in HR maturity and proactively develop solutions that strengthen people processes, governance, and leadership capability.
• Drive continuous improvement across HR processes with a pragmatic, solution-oriented mindset.