Multi-geography CHRO — Education · anchored Continental Europe

Position overview

Gladwin International Leadership Advisors is representing a confidential organisation in Education & EdTech on a senior CHRO leadership mandate anchored in Continental Europe. The remit explicitly spans India, Singapore, Australia.

This is a multi-geography leadership role requiring orchestration across time zones, matrix stakeholders, and often dual-reporting into global and regional lines.

You inherit teams that are capable but often misaligned on priorities; your job is to simplify the story and the scorecard.

Context you will inherit

• Market & sector: EdTech professionalisation — as the sector matures post-funding-frenzy, finding leaders who can build sustainable, profitable businesses with unit economics discipline
• Geographic spine: Primary hub Continental Europe with explicit corridor responsibility across India, Singapore, Australia.
• Organisation stage: Digital and data maturity uneven across business lines — quick wins exist beside multi-year platform investments.
• Stakeholders: Expect dense matrix: global product houses, regional P&L owners, shared services, and internal audit all pull on the same calendar.
• Secondary lens: Technology adoption in traditional institutions — school chains, colleges, and universities need CTOs and digital leaders who can navigate both the technology and the institutional politics of change

The mandate (12–24 month arc)

1. Leadership pipeline: Build succession depth for critical roles; reduce key-person risk in revenue and operations.
2. Performance culture: Reset standards, feedback, and consequences — especially for the leadership population.
3. Rewards alignment: Tie incentive design to strategy; simplify schemes that accumulated complexity over years.
4. Talent acquisition: Fix hiring velocity and quality in scarce skill areas; partner with business on workforce planning.
5. Employee experience: Address engagement drivers linked to retention — career paths, manager capability, hybrid ways of working.
6. HR operating model: Clarify HRBP, centres of excellence, and shared services — reduce overlap and hand-off friction.

Responsibilities (representative)

• Set talent strategy for critical roles; chair succession and calibration processes with the CEO.
• Modernise HR operating model — clarity between HRBP, COE, and shared services.
• Partner with CFO on workforce cost, productivity, and location strategy.
• Lead executive hiring for direct reports and key-2 roles with diverse slates.
• Ensure ER / IR stability during restructuring or automation programmes.

Leadership profile

• Communication: Executive presence in English; additional languages valued where market-relevant.
• Education: Strong undergraduate grounding; MBA / advanced degree / professional qualification common at this level.
• People leadership: Experience resetting leadership standards and succession in matrix or multi-country settings.
• Judgment: High signal-to-noise under pressure; ethical clarity; willingness to halt initiatives that break risk appetite.
• Geographic muscle: Comfort operating from Continental Europe with regular engagement across India, Singapore.

Team & culture

You inherit a mixed-tenure team — pockets of excellence beside roles that need upgrade. The mandate is to raise the bar without demoralising the organisation: clear standards, fair process, and visible wins that prove the new pace is achievable.

Success measures (examples)

• Financial: Revenue and margin vs. plan; cash conversion; capital efficiency.
• Strategic: Share in priority segments; customer retention in anchor accounts; milestone delivery on transformation.
• People: Engagement trends; regrettable attrition in critical roles; diversity of succession slate.
• Risk: Audit and regulatory outcomes; conduct events; operational resilience metrics.

First 90 days (orientation arc)

• Days 1–30: Shadow key customer journeys or operations — paper over slides where reality diverges.
• Days 30–60: Cut or pause low-value projects freeing capacity for strategic work.
• Days 60–90: Publish first integrated forecast or plan under your ownership — even if directional.
• Build trust with risk, legal, and audit through transparency — surprises erode licence to move fast.
• Pick one cultural signal (e.g. meeting hygiene, promotion criteria) and model it relentlessly.
• Add a timezone-friendly cadence for matrix decisions; rotate forum times to share pain fairly.

Stakeholder map (illustrative)

• Internal: Matrix of global product houses and local P&L; tension is normal — your role is to broker trade-offs with data.
• External: Customers who influence reference deals; government or industry bodies in regulated sectors.
• Capital providers: Banks, sponsors, or minority investors — each needs a slightly different narrative on risk.

Travel & mobility

Expect substantial travel — customer, hub, and owner meetings. Specific cadence discussed with shortlisted candidates.

Compensation

Competitive CHRO compensation for Education & EdTech leadership: cash, incentive, benefits, and potential equity or carry (case-dependent). Discussed with finalists only.

Application status

This mandate is no longer accepting new applications. The search progressed through Q4 2025 and closed for submissions in February 2026. We retain this posting for transparency on the type of leadership work we carry in Education & EdTech and Continental Europe. For similar active mandates, browse open roles or submit a general profile through executive search inquiry.

Reference: education-edtech · CHRO · Continental Europe · Gladwin International Leadership Advisors