Nicholas Cull

Leading HR across continental Europe for ChargePoint. At ChargePoint, I serve as Director of People, Europe, leading the regional people strategy for a fast-growing technology business at the forefront of electric mobility. I partner closely with senior leaders, including the GM and Sales leadership, to align talent, organisational design, engagement, and workforce planning with business priorities across Europe. I also oversee Business Partnering, People Operations, employee relations, compliance, and change initiatives, while collaborating with global HR teams to scale consistent, high-impact people practices that support growth, performance, and an inclusive culture.

Volunteering as Head of Human Resources for a large pan-African non-profit organisation, supporting the development of a continent-wide volunteer programme that strengthens education, healthcare, and community initiatives across Africa. Responsible for the design and implementation of volunteer recruitment, onboarding, and engagement strategies, ensuring scalable and transparent HR processes that attract and retain skilled professionals from diverse backgrounds. Provides strategic advice to leadership on organisational structure, talent planning, and HR policy development to enhance operational effectiveness and long-term sustainability. This engagement supports organisational growth, leadership development, and workforce engagement at meaningful scale.

Led a global team of People Business Partners supporting 2,000+ employees across 22 locations (USA, EMEA, APAC), providing expert HR support. Drove multiple large-scale, complex international transformation initiatives, aligning current human capital capabilities with future business needs across Data & Analytics, Finance Data Digitalisation, Customer Journey Mapping, Customer Service, and Product Management. Partnered with leadership to assess current-state operations against future-state requirements, conducting gap analyses and translating insights into people and workforce strategies. Aligned HR strategy with business objectives to enable performance in a fast-paced, dynamic, and evolving environment. Led the redesign of core HR processes to support a modern, agile workforce and scalable operations. Championed workplace culture and employer brand, strengthening engagement and connectivity in a post-COVID, hybrid work environment. Supported rapid international growth and business scaling through hands-on people leadership.

Led an international team of HR professionals in a matrix organisation, across ten locations DE, NE, UK, FR, RO, CN, HK, AUS, PHL, JP. Provide HR guidance on topics including but not limited to: recruitment and retention, performance management and compensation, organisational change and talent development, and engagement. Develop and implement local employee orientation, onboarding and compliance programs. Provide direction and coaching on difficult employee relations issues. Member of the DIB (Diversity, Inclusion, Belonging) Council. Drove HR merger and acquisition processes, from due diligence through to acquisition completion, employee on-boarding and integration. Responsible for multiple restructure projects internationally, aligning human capital needs against future business needs. Finite expertise in local labour law. Cross-functional HR leadership - leading an international team of Business Partners and Recruiters to drive the people strategy across 11 entities (EMEA and APAC) in a complex matrix organization, headquartered in the USA. Hands-on, (Post)-IPO rapid expansion and scaling of business internationally (doubling HC in regions within 24 months). Responsible for the international recruitment team, recruiting processes and technologies. Finite expertise in international labor laws - aligning human capital needs against future business needs. Experience leading multiple restructures. Responsible for leading the international ‘Remote-First’ work model, and Permanent Remote Work solutions in international jurisdictions. Flexible and moving with the digital world. Experience scaling people needs with business needs, and implementing new technologies to manage HR processes. Duty to the business and ROI. Be a HERO. www.gopro.com

Work Related Stress - Occupational Stress. Contribute to the well-being of Allianz employees and the good reputation of Allianz by ensuring a productive and healthy workplace. Research and develop a program that addresses the negative effects of stress at work, thereby reducing the negative effects on the business. Empower Allianz employees, irrespective of the cause of stress or their level of employment, to manage stress related pressure: by raising awareness about the causes and effects of stress, and through the active use of counter measures as recommended by Allianz.

Manage and facilitate core HR processes including recruitment, performance management, compensation, talent management. Work with Group functions on employee related issues to ensure consistency across processes and policy, and routinely apply strong working knowledge of employee relations principles, best practices and methods. Understanding of German labour laws, regulations, procedures and standards. Solution-focused critical thinking skills, excellent reasoning solving skills.

Project lead for the Allianz Engagement Survey (AES). Coordination of operational project deliverables to deploy the AES on an annual basis, between 67 companies and an external survey provider. Development and implementation of Allianz Group strategic guidelines on the topics of engagement and leadership best practice. Responsible for the development of engagement related topics across Allianz Group. Education of key stakeholders on benefits of engagement, and development of programs to support processes. Analyse survey data to identify areas for improvement and educate stakeholders on processes to affect change (AZSE and Group). Identify areas for improvement in both operational-project and results-to-action processes, and implement change.

End-to-end Project Management for deployment of decentralised global employee engagement surveys. Lead Project Manager. Survey design, consulting, development, implementation, reporting and scorecard. Results to action coaching and change management. Involvement in all stages of consulting process – from pitch, project design, project execution to post execution relationship maintenance. Relationship management and connectivity with HR experts, leaders and other specialist areas globally, to ensure consistent service delivery in project management.