Country Managing Director — Enterprise-Operations Centre

The mandate

A Krakow enterprise-operations centre has been selected to assume global ownership of several customer, finance and procurement services after a decade as a dependable European delivery site. New mandates will bring roadmap, investment and performance authority alongside larger scale. The current Country Managing Director is departing, leaving location choices, sponsor agreements and employee consultation at a point where delay would fragment the expansion.

The incoming MD will lead approximately 1,950 employees and material partners and an annual service perimeter near PLN 910 million. Responsibilities combine Polish entity leadership, centre strategy, global sponsor relationships, service ownership, workforce, resilience, community and board reporting. Global functions retain policy and fiduciary duties. The MD must establish what the centre owns, what it executes for others and where accountability remains local to a served market.

Expansion should not be measured by transferred headcount. The centre needs funded authority, leaders who can make product and service decisions, and a talent proposition beyond transactional work. The executive must also resist mandates that rely on unsuitable systems, unsupported languages or retained decisions disguised as central ownership.

Polish governance is integral to the assignment. Changes in roles, shifts and location require lawful consultation and credible employee communication. The MD will represent the entity during scrutiny, protect data and service obligations and ensure that global urgency does not produce local ambiguity.

The physical centre must scale with equal discipline. Building capacity, secure rooms, transport, energy resilience and emergency access can become critical constraints before workforce forecasts reveal them. The MD will reconcile property and infrastructure decisions with the mandate sequence, avoid long commitments based on speculative volume and ensure that alternate-working plans remain viable under the new operating concentration.

Capital approval for those facilities must follow signed service demand and tested resilience needs, not an aspirational hiring curve.

Why this seat is open

The incumbent has accepted an external opportunity and will leave on an accelerated timetable. Interim entity cover is in place, but no other executive can combine country authority with global mandate negotiation. The replacement process is intended to conclude within six to eight weeks. The transition is unrelated to misconduct or a hidden operational failure.

What you will own

• Set the country and centre strategy for global mandate expansion, including explicit acceptance criteria.
• Negotiate sponsor agreements covering authority, funding, performance, control, workforce and exit.
• Lead the Polish entity, board and statutory responsibilities with appropriate professional support.
• Appoint service and product leaders capable of decisions beyond local delivery management.
• Sequence migrations around capacity, technology, language, resilience and employee consultation.
• Decline or redesign work that lacks viable ownership, economics or control readiness.
• Build relationships with employees, universities, authorities and strategic suppliers supporting long-term capability.
• Establish one board scorecard connecting global value, service, people, risk and country obligations.

The first 12 months

The first 90 days will validate the expansion portfolio and provide continuity for every entity and service decision. The MD will agree consultation principles, assess the leadership team and present the board with mandates to accept, condition or defer. Critical sponsor relationships will have more than one credible owner.

By month eight, the first global mandate should operate under a signed authority and funding contract. New leaders will hold product or service decisions in Krakow, employee processes will be complete and migration readiness will be tested through a realistic disruption or peak-demand exercise.

At year-end, at least 60% of planned global scope should be operating with agreed authority, service objectives should be met for two quarters and transition cost should remain within 10% of plan. Pivotal talent retention should exceed 90%, with no material entity, consultation or customer failure caused by expansion.

What the board will measure

• Global authority and outcomes acquired, not merely activity or employees moved.
• Polish entity and employee obligations met during accelerated change.
• Service continuity, sponsor trust and early disclosure of transition risk.
• Sustainable economics and capability behind the expansion portfolio.
• Leadership succession for country, service and product responsibilities.

The person

You are a Country MD, Regional CEO or large global-services leader who has moved a delivery centre into enterprise ownership. You can carry local entity responsibility while challenging global executives and have led material employee consultation. Experience in European business services, regulated operations, technology-enabled services or complex capability centres is relevant.

At least 28 years of experience is expected, including control of PLN 520 million or more and direct leadership of at least 1,350 people. Evidence should include a global mandate you declined or conditioned, a country obligation you defended under pressure and a transfer whose authority remained in the centre after launch.

This is an onsite Krakow position with international travel.

Compensation and terms

Base compensation is PLN 2.0–2.8 million plus annual incentive and long-term incentives. Outcomes include global authority, service transition, entity stewardship, people and leadership depth. Transferred volume alone creates no reward. Final terms reflect scope and current mix and include standard vesting and conduct protections.

Confidentiality

The services, entity, sponsors and departing executive are confidential. Further information follows candidate qualification and an undertaking. Applicants must not use the Krakow location, approximate workforce or expansion event to identify or contact the organisation.