Armand Sohet has successfully shaped HR organizations across diverse industries to support business strategy and enhance efficiency.

Armand’s 20-year HR career has taken him to some of the most prestigious businesses in Europe, including his current position as Chief Sustainability, HR and Communications Officer at AkzoNobel in Amsterdam.

His expertise lies in streamlining processes, leveraging big data, and developing unique KPIs for the HR function.

“In my own work, for example, when I joined a year ago, I had 35 senior executives in a 300-person department - a lot for a streamlined operation,” he explains. “I removed 15 roles and created a structure that elevated team members in places like Vietnam, India, and Brazil. Now, with fewer, more focused leaders, our operations run more efficiently.”

Technology & productivity

Technology is a modern issue that teams and larger organizations are struggling to leverage, Armand believes.

“Technology and structure should serve us, not control us,” he says. “While tech promises efficiency, it often has the opposite effect.

“Take ERP systems, like SAP, which initially promised streamlined processes. Over time, they’ve added layers of complexity to functions like Finance and HR. The productivity gains we expected haven’t materialized.”

So, how can high-performing teams utilize technology to enhance efficiency? “A simpler structure, supported by using technology as a tool, rather than a master, can reduce complexity and improve outcomes,” Armand explains.

Understanding data

“When I joined Akzo, despite all the hard work that had been put in, no one was looking into the data or using it,” says Armand. “It’s important to understand it; without that, it’s really hard to make progress.”

Armand shares the story of a student he met while teaching at Zurich University, who “had no clue about data or HR”. Armand saw potential and invited him to complete his thesis at his company.

“He wasn’t even 21 years old, but he replaced the entire Compensation & Benefits team – three people – as he understood the numbers and the mechanisms.”

Armand explores how this experience would influence his recruitment strategy: “Today, if I wanted to hire for other positions, I would continue to hire different profiles. I have already recruited people from Finance, Accounting, R&D, and Marketing.”

Are you an HR professional looking to enhance efficiency in your organization? Our HR recruitment specialists work with leaders like Armand to build and develop high-performing teams.

You can find out more about our bespoke services and who to contact in your region through our website: https://www.emearecruitment.com/pages/human-resources

Although Shared Service Centers can be found all over the globe, some locations are better suited than others for cost efficiency, skilled talent, and strong infrastructure.

Businesses typically establish a Shared Service Center to centralize their back-office functions, such as Finance, HR, IT, and Procurement. Choosing the right location for your SSC is crucial for operational efficiency, cost-effectiveness, and long-term sustainability.

Strategically, organizations should take the following into account:

• Availability of skilled talent
• Quality vs. cost
• Local infrastructure
• Timezone and proximity to headquarters

We’ve reviewed some of the top Shared Service Center locations globally for those in the early stages of their research:

Central and Eastern Europe

Central and Eastern Europe (CEE) has firmly positioned itself as one of the top regions for SSCs, thanks to a highly skilled and multi-lingual workforce, competitive labor costs, and a well-established business environment.

Poland, in particular, has become an SSC hotspot (second globally, behind India), with over 1,900 centers. Cities like Warsaw, Kraków, Wrocław, and Gdańsk have strong university systems and extensive foreign language capabilities.

Budapest, too, is a prime location, with a high proportion of professionals in Finance, Accounting, and IT.

Czechia, Romania, and Slovakia are also attractive options.

India

India’s SSCs account for 15% of the global market. It has long attracted multi-national businesses to cities like Bangalore, Pune, Hyderabad, and Chennai thanks to its cost-effectiveness, large talent pool, and advanced digital capabilities.

India has a well-educated workforce, strong IT infrastructure, and a significant English-speaking population.

Latin America

A region currently gaining traction in the SSC market is Latin America, with countries like Costa Rica, Mexico, and Colombia attracting new centers.

Latin America is particularly attractive for North American businesses, offering nearshore operations and similar/overlapping timezones. This ensures more efficient communication and collaboration than alternative locations.

Talent Insights

At EMEA Recruitment, we specialize in supporting businesses through the competitive landscape of Shared Service Center talent acquisition, including assistance with choosing the right location for a new center.

Our Global SSC team focuses solely on recruiting for SSCs across the globe, allowing us to develop our expertise in this field. Utilizing decades of experience in the SSC sector and our international recruitment knowledge, we provide up-to-date talent insights bespoke to your business and location.

We review the latest industry data from our own database and platforms such as LinkedIn to provide bespoke insights for your organization, which can help you understand which location is best suited for your needs.

If you’re looking for a strategic partner, get in touch with Matt Foster: [email protected]

Ahead of International Women’s Day 2025, we asked some of the inspirational professionals in our network to share their thoughts on what the day means to them.

Our global team brought together a brilliant group of women to inspire the next generation of female leaders and champion senior professionals with their knowledge, experiences, and insights.

“Most women will have heard phrases like, ‘You can’t do that, you’re a woman’, or ‘There’s no place for women in leadership positions’, but even some men will have heard phrases like, ‘I need you in the office, you can’t focus on your family, you need to focus on work’,” explains Lisa Huybens, the HR Director Europe at Fyffes.

“It’s about having a bond and a sense of unity.”

Kiran Brar, CHRO at Signify, mirrors Lisa’s sentiments: “It’s a great moment to call out our allies, because I don’t think it’s one gender against the other. It’s a moment to thank them for their support, because they play a big role in amplifying our voices and advocating for women at work, but also challenging bias and discrimination.”

Renée Guldemond, Group Controller at Monks, pays respect to those who’ve paved the way for women: “It’s a day to remind ourselves that we need to keep pushing for progress,” she adds.

Inbal Orbach, VP Group FP&A at Lonza, uses International Women’s Day as a chance to reflect on the achievements of women as a whole, but she also looks at her own legacy for other women, her daughter, and children around the world.

Katja Meeuwsen-Nass, VP HR at ASICS, wants to tell younger females in the workplace that whatever they’re doing, “I’m sure it’s really great,” and to inspire growth and confidence in their journey.

Valentina Coco, Senior Organizational Change Expert and Ambassador at EMEA Recruitment, insists that International Women’s Day is not a celebration: “It’s a way to remind ourselves that, it’s 2025, we’re not there yet. Especially for intersectional women, there’s still a huge gap.”

Iryna Klymko, freelance Global Talent Acquisition Partner, reiterates that “it’s not just one day”.

“It’s about thinking about other people, looking back to appreciate and value each other,” she adds.

Thank you to all those who’ve taken part in our #IWD25 series. We look forward to sharing more inspiring and insightful thoughts from global leaders.

Thank you also to Kate Oliver, Associate Director in our HR recruitment division, for championing this initiative.

Effective succession planning and cost-conscious recruitment are key to business continuity and long-term success. While organizations grapple with the challenges of managing internal talent and controlling recruitment expenses, partnering with external providers can offer you significant advantages.

Succession Planning: Building a Leadership Pipeline

Succession planning is more than preparing for the inevitable leadership change - it's about ensuring your company thrives no matter the disruption.

With a well-designed succession plan and by proactively identifying and developing future leaders early, you can ensure smoother transitions and that the right talent is in place to step into critical roles when that leadership change occurs.

Additionally, when employees are presented with a clear progression path, it not only boosts their loyalty, heightens engagement, and fosters long-term retention but also cultivates leaders who truly embody your company’s values. 

However, even with the strongest succession plans, gaps may arise, requiring an external recruitment partner - and that's where EMEA Recruitment come into play.

Cost-Conscious Recruitment: Maximizing Efficiency

Recruitment is often costly, requiring time, resources and financial investment. If you're looking to hire cost-effectively whilst securing top talent, it’s important to adopt strategies that minimize costs without sacrificing quality.

More obvious strategies include internal promotion, reducing onboarding costs and time due to the employee familiarity with company operations, and developing a talent pipeline to avoid last-minute costly hires. But have you considered embracing new technology?..

Leveraging an ATS (applicant tracking system) and AI recruitment platforms can help you streamline the hiring process and reduce manual work, saving you time and money. In May we held a TA Roundtable to explore such tools, to discuss these in detail please feel free to reach out. 

The Value of External Recruitment Providers

While there's an upfront cost to using recruitment companies, many external providers offer unique advantages, especially for senior or specialized roles and cost-savings in the long run.

By partnering with EMEA Recruitment, you could benefit from our deep industry expertise, allowing us to top talent quickly. We also provide access to a wider talent pool, including those who may not be actively searching but are open to the right opportunity, freeing you to focus more on internal operations. 

In summary, succession planning and cost-conscious recruitment are most effective when supported by external expertise. By integrating these elements, businesses can ensure smooth transitions, achieve cost-effective hiring, and secure long-term success without overspending.

For a more detailed discussion on how EMEA Recruitment can help you build a strong leadership pipeline and drive your business forward, please don't hesitate to get in touch: [email protected]

When was the last time you updated your resume? Regardless of whether you're actively searching for a new role, passively keeping an eye on the market, or content in your current position, it's important to regularly review and update your CV. You never know when a dream opportunity may come along, and passive candidates often benefit most from being able to apply for a role swiftly.

The summer period in particular is a prime time to reflect on your next career move and strengthen your position for new opportunities as many professionals see this period as downtime. Regularly adding tangible key achievements, polishing any career advancements and generally reviewing your development is a great way to stay ahead and stand out from the competition.

As part of our specialised service at EMEA Recruitment, we offer in-depth Career Consultations covering career development and CV reviews to help our network excel in the market.

If you need help updating your profile, cv consultation, or assistance with mapping out your career trajectory, contact our Procurement, Supply Chain & Operations recruitment team for more information. We're here to support and guide you towards your next move!

Nick Bloom, a professor at Stanford University, has been confirming what a lot of our LinkedIn polls have been telling us for some time now: the corporate world appears to have settled into a “three work, two home” split of hybrid work.

He adds that employers commonly recommend that employees spend two days per week working from home, concentrating on individual tasks or attending small meetings, and allocate three days a week to be in the office for larger meetings, training sessions, and social events.

We now know that this flexibility has no effect (positive or negative) on staff productivity. However, it does impact employee costs – the average salary offset in offering hybrid work is 8%. Fully remote work is a different story. Here, we see a productivity loss of 10%.

So, why would companies tolerate this significant reduction?

Cost – there is no need to pay for a place for the person to work or provide any of the office equipment and amenities.

There are several other interesting observations from Nick’s work, but we are really interested in how this affects our clients and candidates.

Additionally, it's important to note that while there can be cost savings, there are also potential costs associated with supporting remote/hybrid work, such as investing in technology, cybersecurity measures, and employee training.

The overall impact can vary depending on the specific circumstances and industry. Prior to implementing hybrid policies, executives and managers should carefully consider the effects of when and how employees engage in remote work.

- How does working from home affect employees in your team?

- Do you work in an environment where you need more freedom, or you could benefit from more human contact?

If these questions are important to you, then get in touch – EMEA Recruitment is at the forefront of people-first recruitment, so we can help you understand the real-world implications of the decisions you make, as a client or a candidate, regarding this topic: [email protected]