Since 1892, OPW customers have been able to count on us to revolutionize fluid-handling operations around the world. As a global leader in fluid-handling solutions, the mission of OPW is to be a developer of a comprehensive array of innovative fluid-handling solutions that our customers can consistently and reliably count on. These include loading and unloading systems for high-value hazardous and non-hazardous bulk products; railcar and transport tank-truck valves, gauging devices and tank-monitoring systems; automated storage-terminal controls and systems; and regulators, fittings, valves, vaporizers, vacuum-jacketed piping and gas-handling systems for the safe handling and distribution of cryogenics and industrial gases. OPW has more than 2,000 employees with manufacturing operations in North America, Europe and China, and sales offices around the world. OPW is part of the Clean Energy & Fueling segment of Dover (NYSE: DOV). POSITION SUMMARY The Senior Manager, HR Europe serves as a strategic and tactical business partner to the EMEA team, driving the execution of HR strategies across multiple sites. This role oversees all aspects of HR—including talent acquisition, compensation and benefits, learning and development, talent management, employee relations, policy design, and HR operations—ensuring alignment with global, regional, and local strategies. Operating as a business partner, this role supports HR and Corporate initiatives across the Netherlands and the sales organizations in Europe, MEA, and SEA. The Senior Manager, HR Europe fosters a high-performance, employee-centric culture that emphasizes quality, productivity, empowerment, and goal attainment, while developing processes that drive business success. Reporting to the Director, Human Resources CES, this role is primarily based at one of our regional locations. KEY RESPONSABILITIES Specific responsibilities include but are not limited to: Strategic HR Leadership Provide HR leadership and functional support across multiple locations and key business units Ensure HR strategies are effectively aligned with business priorities, fostering an adaptable and high-performing workforce. Talent Acquisition and development Partner with leadership and the regional Talent Development to counsel on employee impact decisions, supporting workforce planning, succession, and development initiatives. Lead efforts to enhance talent mobility and strengthen leadership capabilities within the organization. undefined Employee Engagement and culture Cultivate a high-performance, inclusive work environment that aligns with Dover values and OPW’S company culture. Support initiatives that enhance employee engagement, workplace satisfaction, and long-term retention. Performance management & organizational development Consult with business leaders to drive organizational design, change management, and leadership development strategies. Diagnose workforce gaps and design solutions for regional and local implementation. Oversee succession planning processes, fostering leadership development and career progression for key talent. undefined HR Operations and compliance Manage talent engagement processes, including recruitment, compensation, promotions, training, and performance management, in partnership with your HR team. Support global mobility for key employees, collaborating with global mobility teams. Ensure OPW/Dover corporate HR policies and processes are implemented effectively across regions. Monitor and manage key HR metrics, providing data-driven insights for business decisions. People Leadership and Business Partnership Manage, guide and mentor HR team members across multiple regions. Provide expert consultation to managers and senior leaders on HR-related matters. Ensure compliance with local labor laws and global HR requirements. Develop and implement HR policies and procedures, ensuring alignment with company guidelines. Collaborate across departments to ensure a seamless employee experience and a strong people strategy. CANDIDATE EXPERIENCE AND QUALIFICATIONS The ideal candidate will bring strategic HR leadership at both local and regional levels, with experience in fast-paced, evolving business environment. Bachelor’s degree in human resources management, business administration, or similar discipline with 5 to 7 years of global HRBP or global HR Manager experience. Experience with US owned business is strongly preferred. Experience partnering with senior leadership teams. Experience in multiple locations. Fluent English language skills, both verbal and written, Dutch is a preference. Exceptional critical thinking skills: ability to decompose complex problems, prioritize issues, and implement sensible solutions Track record of creating strong partnerships and influencing at all levels of the organization Superior interpersonal, verbal, and written communication skills Demonstrated ability to increase productivity and continuously improve methods, approaches Experience in organizational development and change management Proven ability to work in a fluid, fast-paced environment Ability to maintain a high level of confidentiality undefined undefined The information contained within this job description overview is not intended to be all-inclusive. Nothing in this job description restricts management or the company’s ability to assign or reassign duties and/or responsibilities to or from this role at any time. This document is subject to change with or without notice. All qualified applicants will receive consideration for employment without discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, age, genetic information, or any other factors prohibited by law. Fraudulent Recruiting Disclaimer: Dover Corporation and our affiliated operating companies want to alert applicants to internet job posting fraud, where parties posing as Dover employees, recruiters, or other agents, try to engage with online candidates in an attempt to steal personal and/or financial information. We do not endorse or engage in any recruitment practices that involve payment or personal information outside of our official application and hiring process. Please verify the authenticity of an invitation to apply for a job, or for a job offer by contacting us directly through our Dover and affiliated operating company websites at https://careers.dovercorporation.com/. To learn how you can protect yourself, review our Recruitment Fraud Notice on our careers site. We Are Dover Dover is a diversified global manufacturer and solutions provider. We deliver innovative equipment and components, consumable supplies, aftermarket parts, software and digital solutions, and support services through five operating segments: Engineered Products, Clean Energy & Fueling, Imaging & Identification, Pumps & Process Solutions and Climate & Sustainability Technologies. Dover combines global scale with operational agility to lead the markets we serve. Recognized for our entrepreneurial approach, our team takes an ownership mindset, collaborating with customers to redefine what's possible. Please be aware of internet job posting fraud as you apply for jobs. Fraudulent parties posing as Dover employees, recruiters, or other agents, may seek to engage with job seekers to steal personal information. These unauthorized parties may use Dover and our affiliated companies’ name and logo to post jobs, engage with job seekers via email, instant messaging, or text, and may even extend job offers electronically. At Dover, we do not ask for personal financial information during phone, in-person, or video interviews, nor do we make offers of employment without first undergoing a thorough recruiting process. We will not ask candidates or new hires to purchase computer equipment for their work requirements. We also will not request a fee to be considered for a job, including any immigration fees. The Federal Trade Commission and the United States consumer protection agency have published resources for detecting job scams. If you have concerns related to these issues, please consider the following actions: 1) File a report with your local police department; 2) File a complaint with the Internet Crime Complaint Center; and/or 3) File a complaint with the U.S. Federal Trade Commission.

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