Director, Regional People Lead – EMEA

Our vision is to transform how the world uses information to enrich life for all.

Micron Technology is a world leader in innovating memory and storage solutions that accelerate the transformation of information into intelligence, inspiring the world to learn, communicate and advance faster than ever.

Job Title: Director, Regional People Lead – (EMEA)

The Regional People Lead, is a senior strategic leadership role, acting as a trusted advisor to senior leadership and a key architect of business‑aligned people strategy. This position leads the People function at the country / Regional level, serves as the central point of contact for all People‑related matters.

The role operates at the intersection of strategy, organizational transformation and global culture, with a strong focus on a knowledge‑based, forward‑thinking environment. The role primarily supports knowledge‑based populations including R&D and technology, operating in fast‑paced, multicultural environments.

Key Responsibilities

Strategic Leadership & Business Alignment

• Set and develop strategic people vision consistent with the executive leadership and global functional goals.
• Translate global People strategies and culture decisions into actionable, country‑specific initiatives that support business outcomes.
• Provide strategic guidance on talent levers to enable and advance functional and enterprise‑wide strategic goals in close partnership with senior leadership.
• Use data to predict trends, interpret business impact, and recommend strategic actions that deliver measurable outcomes.
• Act as the conscience of the function, championing Micron values, culture, and change initiatives.
• Lead the country‑level People Team to deliver business‑aligned People objectives, with clear priorities and impact measures.
• Define and drive initiatives to achieve people strategies, prioritizing high‑value activities that support organizational effectiveness, efficiency and scalability.
• Partner with Centers of Excellence (COEs) to adapt People frameworks to evolving business needs.
• Drive continuous improvement in People processes and service delivery.

Organizational Development & Talent Management

• Lead strategic workforce planning, including global footprint optimization, acquisitions, divestitures, site transitions and organizational transformation.
• Coordinate organizational design and organisational change efforts in complex evolving business contexts.
• Cultivate a culture of career clarity, professional growth, and well‑defined roles for People Team.
• Provide leadership to the Business Partnering team & People COE Team in the country, under matrix reporting with clear prrformance indicators and measurable impacts.
• Promote diversity, inclusion, and engagement through targeted initiatives and leadership influence.

Leadership Coaching & Team Development

• Provide coaching and mentorship to People team members to build future leadership capabilities and strengthen strategic HR impact.
• Champion visibility and recognition for functional leads, supporting their growth and contributions.
• Influence executives and staff through mentoring, counseling, and strategic direction.
• Communicate People and organizational change initiatives effectively across all levels.
• Connect business initiatives with results to people at the functional and enterprise level.
• Connect functional business groups at Country/Region level to align with the mainstream people strategy for the Country/Region.

Global Engagement & Representation

• Represent country/ Region in global HR forums, giving local insights to enterprise‑wide strategies.
• Coordinate country‑specific compensation and benefits programs in alignment with global frameworks.
• Drive local employer branding and talent attraction strategies in collaboration with Talent Acquisition and Corporate Communications.
• Proven executive‑level communication, influence, and partners management skills, with the ability to drive alignment across functions and leadership levels.
• Proven leadership in large‑scale organizational change, such as growth, workforce transitions or site evolution, including negotiation with Italian union representatives.
• Demonstrated experience leading, coaching, and developing People teams in matrixed or complex organizations.
• Strong critical thinking and data‑driven decision‑making capability, using business insights to anticipate trends, assess enterprise impact, and guide strategic People actions.
• Demonstrated experience end‑to‑end workforce planning, talent development, and succession planning to enable sustainable business growth and leadership continuity.
• Proven commitment to values‑based leadership, including diversity and inclusion advocacy, ethical People practices, and culture stewardship.