Regional Chief Human Resources Officer — Cloud Platform

The mandate

A change in the economics of the sector has made urgent a regional operating-model shift requiring new leadership and workforce choices within a listed enterprise technology and digital-products group. The immediate arena is the cloud platform during a global go-to-market redesign. For mandate 125, the successful executive inherits decisions that have been deferred, competing stakeholder expectations and a need to establish facts before committing further capital.

The Regional Chief Human Resources Officer operating perimeter covers approximately €1,450 million in annual recurring revenue portfolio, with activity spanning several cloud platform customer, product and delivery clusters rather than a single asset. The Regional Chief Human Resources Officer Technology remit carries direct influence over roughly 275 colleagues and third-party capacity.

The board and its investment committee want a Regional Chief Human Resources Officer who can convert ambiguity into a short list of explicit choices for the cloud platform. The Regional Chief Human Resources Officer Technology seat must resolve a global go-to-market redesign, while preserving the underlying strengths of the cloud platform. For mandate 125, value will come through sharper allocation, stronger leaders and an operating cadence that exposes variance early.

The Regional Chief Human Resources Officer’s first year on the cloud platform is expected to end with leadership supply, workforce affordability and consistent employee relations. In mandate 125, authority covers resources and leadership appointments; material trade-offs go directly to the board sponsor.

Why this seat is open

This is a newly created Regional Chief Human Resources Officer — Cloud Platform seat, established because a global go-to-market redesign now requires one accountable executive rather than distributed ownership. The board has classified the appointment as urgent and intends to move from qualified shortlist to offer within 6–8 weeks. Interim governance protects the cloud platform, but it is not a substitute for a permanent appointee. The external search remains confidential to avoid unnecessary disruption before the appointment is agreed.

What you will own

• Set the Regional Chief Human Resources Officer value-creation thesis for the cloud platform, translate it into no more than five enterprise priorities and stop work that does not support them.
• Carry stewardship of approximately €1,450 million in annual recurring revenue portfolio, including allocation, risk acceptance and board forecasts.
• Lead the Regional Chief Human Resources Officer Technology organisation of about 275 employees and partners, appointing a team with clear decision rights and credible succession for every critical seat.
• Resolve the cloud platform economics and execution constraints created by a global go-to-market redesign, with Regional Chief Human Resources Officer-approved owners, dated milestones and transparent escalation thresholds.
• Establish one Regional Chief Human Resources Officer operating review across commercial, customer, financial, people, technology and risk outcomes for the cloud platform; remove reconciliations that obscure accountability.
• Have changed an executive structure and workforce economics while sustaining critical talent and employee relations in mandate 125.
• Build the Regional Chief Human Resources Officer’s three-year succession and capability plan for the cloud platform, reducing dependence on individual executives and improving mobility across the wider Technology organisation.

The first 12 months

• Days 1–90: Validate the cloud platform baseline, meet the 30 stakeholders most consequential to a regional operating-model shift requiring new leadership and workforce choices, assess the leadership team, stabilise immediate delivery risks and agree a board-owned scorecard with explicit decision gates.
• Months 4–9: Make the principal Regional Chief Human Resources Officer portfolio and organisation choices for the cloud platform, install the new operating cadence, fill critical leadership gaps and deliver the first measurable release of cash, capacity or customer value.
• Months 10–12: Demonstrate a repeatable cloud platform trend against leadership supply, workforce affordability and consistent employee relations, lock the following year’s capital and talent plan, evidence control sustainability and present a credible three-year value case with downside actions.

What the board will measure

• Delivery of the Regional Chief Human Resources Officer’s agreed first-year cloud platform value case within a 10% tolerance, with variance explained before rather than after the relevant quarter closes.
• A Regional Chief Human Resources Officer forecast that remains decision-useful across three consecutive quarters and reconciles the cloud platform’s operating, cash, customer and people assumptions.
• Closure of the Regional Chief Human Resources Officer mandate’s highest-priority cloud platform risk and execution issues by their board-approved dates, with independent evidence that fixes are sustained.
• Retention of at least 90% of critical cloud platform talent and ready-now successors for at least 70% of the Regional Chief Human Resources Officer’s direct reports.
• A quantified Regional Chief Human Resources Officer-owned improvement in the cloud platform operating constraint behind a global go-to-market redesign, supported by a clean baseline and named data owner.
• Clear stakeholder confidence in mandate 125: no unresolved high-severity escalation older than 30 days and no material surprise withheld from its agreed governance forum.

The person

You are currently a Regional CHRO, People Director or Business HR Vice President in a listed Technology or adjacent enterprise. In relation to the cloud platform, your Regional Chief Human Resources Officer track record includes a transition where the original plan was no longer sufficient; you can explain your choices, evidence and numerical impact. Candidates from software, cloud services, digital platforms, IT services or technology-enabled business services will be considered where the operating model, customer stakes and governance intensity match this Regional Chief Human Resources Officer brief.

As a Regional Chief Human Resources Officer candidate, you bring 18–22 years of progressive Technology or adjacent-sector experience, consistent with the 18-22 experience band. At minimum, you have carried a P&L, book, budget or accountable portfolio of €850 million and led an organisation of at least 200 people.

For mandate 125, the board wants two transitions: a difficult cloud platform portfolio choice and a leadership-system change during a global go-to-market redesign. As the prospective Regional Chief Human Resources Officer for this cloud platform, you must challenge optimistic cases and still create followership. References for mandate 125 must distinguish your contribution from the institution around you.

The Regional Chief Human Resources Officer must be based in Berlin; international relocation is supported, but this Technology role is not designed as a remote appointment.

Non-negotiables

• Current or recent accountability at the level of Regional CHRO, People Director or Business HR Vice President, with direct exposure to a board, investment committee or equivalent Technology governance forum.
• Proven Regional Chief Human Resources Officer ownership of at least €850 million and leadership of no fewer than 200 employees in a comparable cloud platform context.
• One completed Technology or adjacent-sector example of a regional operating-model shift requiring new leadership and workforce choices with outcomes sustained for at least two reporting periods after the initial intervention.
• Sector credibility from software, cloud services, digital platforms, IT services or technology-enabled business services; experience that is purely functional and lacks Regional Chief Human Resources Officer-level cloud platform consequences will not meet the bar.
• Willingness to meet the Berlin location expectation, complete conflicts and background diligence, and protect the confidentiality of mandate 125.

Compensation and terms

The anticipated Regional Chief Human Resources Officer package is €250,000–330,000 base + annual incentive, calibrated to the final cloud platform scope and the candidate’s current mix. Any long-term participation for mandate 125 follows standard vesting and performance conditions. The Regional Chief Human Resources Officer appointment in Berlin, centred on the cloud platform, offers regular exposure to the board and its investment committee. A notice period of up to 6 months can be accommodated for the selected executive in mandate 125.

Confidentiality

To protect the board, incumbent team and candidate, the organisation remains unnamed until a confidential conversation confirms mutual relevance for mandate 125. The operating facts have been rounded and blended expressly to remove identifying signals for mandate 125.