Senior HR Manager, EMEA

As a Senior HR Manager at OpenAI, EMEA, your responsibilities will include leading HR operational efforts like onboarding and performance management, partnering with leaders across the EMEA region for proactive HR support, and collaborating with global teams to ensure compliance and smooth operations. You'll also act as a trusted advisor and drive continuous improvement initiatives to enhance employee experience.

To qualify for the Senior HR Manager role at OpenAI, you should have a minimum of 10 years of HR experience with significant exposure to HR management in fast-paced international organizations. A balanced approach toward hands-on tasks and strategic initiatives is also essential, along with strong communication skills to foster relationships across diverse cultures and locations.

The work environment for the Senior HR Manager at OpenAI in Dublin is hybrid, with employees expected to be in the office three days a week, alongside options for remote working on Thursdays and Fridays. The Dublin office is modern, featuring open-plan layouts, height-adjustable desks, and fully stocked kitchens to foster a collaborative and enjoyable workplace.

As the first Senior HR Manager in EMEA at OpenAI, there are abundant growth opportunities. The role is designed to expand alongside OpenAI's evolving presence in Europe, allowing you to build HR processes from the ground up and adapt strategies to fit the company’s growth trajectory, ultimately leading to potential leadership positions in the organization.

In this role, the Senior HR Manager will be required to travel quarterly to other EMEA office locations, including London and Paris, to foster relationships and provide support to the teams in those regions. This travel is essential for building a cohesive, integrated HR function as well as for understanding the local needs and dynamics of each office.

When answering this question, emphasize your experience in developing and implementing strategic talent acquisition plans tailored to diverse demographic regions. Discuss the importance of understanding local cultures and job markets, as well as partnerships with local organizations and leveraging data analytics to identify top talent.

In your response, focus on specific cases where you effectively managed employee relations issues, highlighting your conflict resolution skills. Discuss the methods you used to create a positive work environment and how you balanced both the organization's and the employee's interests while ensuring compliance with policies.

Provide insight into employee engagement strategies you’ve successfully employed in the past, such as recognition programs, employee surveys, and feedback mechanisms. Mention how these strategies can be tailored to fit OpenAI’s unique culture and mission in the EMEA region.

Discuss your preferred performance management frameworks and emphasize the importance of regular feedback and performance evaluations. Share examples of how you've coached managers to have difficult conversations and how you’ve empowered employees to take charge of their professional growth.

Elaborate on how you’ve used HR analytics to make data-driven decisions, highlighting specific metrics you've tracked. Explain how these insights have allowed you to address workforce challenges and influence strategic HR initiatives effectively.

Explain your process for staying updated on local laws and regulations. Mention the importance of building relationships with legal counsel and how you adapt HR policies accordingly to ensure compliance across regions without compromising OpenAI's values.

Provide a concrete example of a change initiative you led, detailing the steps you took to gain buy-in from stakeholders, manage resistance, and measure the success of the change. Highlight how this experience aligns with OpenAI's mission of innovation.

Discuss your approach to prioritization, emphasizing your ability to align HR initiatives with business objectives. Mention specific tools or frameworks you use to manage multiple projects while maintaining quality and ensuring timely execution.

Share the various methods you implement to gather employee feedback, such as surveys, focus groups, or one-on-one meetings. Stress the significance of creating a safe space for employees to voice their opinions and how you analyze this feedback to implement actionable improvements.

Discuss your approach to coaching and advising leaders by providing them with the necessary tools and resources. Emphasize your commitment to being a strategic partner who aligns HR initiatives with their leadership styles and team dynamics.