This is a newly created role necessitated by company growth. It will partner closely with the CHRO and the Executive Leadership Team to develop the people strategy with a focus on upskilling within the commercial and enabling functions. Key responsibilities include leading and executing strategic HR initiatives; building and fostering a high-performance culture; leading continuous improvement efforts in HR processes; overseeing employee relations strategies to ensure a highly desirable work environment; promoting and implementing talent management programs that support employee growth; providing counsel and leadership during M&A activities; and driving and implementing standardized but market relevant HR policies and procedures. This is a hybrid position (three days/week in office) with frequent travel.

Reporting to the Chief People Officer, the Global Human Resources Business Partner will partner closely with the Chief Scientific Officer and their leadership team to shape and execute the people strategy in support of business objectives. Acting as a trusted advisor, the position will translate business strategy into effective talent, organisation, and culture initiatives while driving large-scale transformation across the organisation.

The Head of Talent Acquisition will be based in New York and lead all Talent Acquisition activities across the Americas. Leading a team, the role oversees all corporate function hiring and high-volume retail hiring. It combines hands-on oversight of day-to-day recruitment with strategic leadership in executive search, workforce planning, and employer branding. This highly visible position partners closely with senior leaders across the business and provides the opportunity to shape the company’s talent agenda during a period of growth and expansion, with the region also leading the way in AI and digital enhancements in recruitment.

The Chief People Officer will bring modern HR thinking, structure, and resources to build scalable processes, a lasting culture, and strong leadership capabilities. He or she will be charged with building a People function that supports a growing, multi-site business. This position will also serve as a strategic business partner to the CEO and CFO and will work with these leaders to align people and business strategy. This is a broad generalist role, with an emphasis on talent and culture building. There will also be a focus on establishing repeatable processes and ways of working to drive long-term growth, performance, and accountability. This role will define and embed values and behaviors that foster engagement, safety, and collaboration. This is a hands-on role, with a good deal of building and heavy lifting to do, particularly in the first 12 months.

This is a highly visible position where the Central and South Europe People Business Partner will partner closely with business leadership to shape and execute the people strategy in support of commercial objectives. Acting as a trusted advisor, the role will translate business strategy into effective talent, organisation, and culture initiatives while driving large-scale transformation across the organisation.

Reporting to the Global Head of HR for Manufacturing Operations, this position will execute the HR strategy for a key site in line with the strategic and operational demands of a global business. This role will manage a lean team of direct reports and work closely with COEs and Shared Services to drive talent and performance management, learning and development, compensation and benefits administration, and employee engagement reviews. The plant operations are also agile and flexible, so a great degree of change management will be required. The career advancement opportunities for a highly mobile individual are excellent, with larger scale regional or global opportunities available within the career track.

The Site Head of People & Organisation will lead and develop a team of approximately 20 P&O leaders in a high-volume operational environment. The position will drive optimisation and standardisation across core HR services, including payroll and time-related processes. It will build a performance-oriented, accountable culture with room for ownership and initiative whilst ensuring a reliable, transparent employee experience for circa 1,800 blue-collar employees across shifts and functions. The role will act as a key interface to operations leadership, headquarters, Works Council, and trade unions. It will establish robust people metrics and use data to identify gaps, set priorities, and support operational decisions.