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 Global Head of People Strategy, the Head of Talent and Search Lead will shape and drive the executive talent and succession agenda for the organisation’s most senior leadership population. Combining strategic design with hands-on delivery, the role will oversee both internal talent pipelines and external executive recruitment to ensure future-ready succession and leadership continuity. Acting as a trusted advisor to senior stakeholders - including ExCo and enterprise leadership - the position will lead the development of an integrated talent strategy, bringing together succession planning, leadership assessment, workforce planning and executive search. It will oversee a globally dispersed team, building capability, implementing best-practice methodologies, and aligning talent initiatives with wider business priorities. This is a high-impact leadership role with a mandate to design a best-in-class function, influence top-level decision-making, and shape the future leadership landscape of a global 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.

Lead HR for a sizeable division with stand-alone responsibility across the HR agenda. Partner with the division CEO and leadership team plus the group CHRO.

Based in Kula Lumpur, Malaysia, the Head of HR will be leading the HR Business Partner team to support both the commercial organisation across a cluster of countries in SEA and the Global Business Services Centre in Malaysia. It is a strategic role with a focus on organisation and talent capability building, as well as culture and engagement. This position with partner closely with multiple stakeholders across the business and GBS to help drive growth and continue improvement.

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.

The Human Resources Director EMEA leads the region, reporting to the EMEA MD with a functional line to the VP of Global HR. It acts as a strategic and commercial business partner, helping the organisation move into its next phase of maturity and growth while contributing to global HR priorities. The remit spans around 300 employees in the UK, a similar number in France, and smaller teams in Italy, Spain, Germany, Hungary, the Middle East and South Africa. The UK and France serve as key manufacturing and technical hubs within the region. A major focus will be building a brand-new plant in the Netherlands. The role oversees an established HR team structured around two key hubs: an HRD in France and a Senior HR Manager in the UK, with several HRBPs supported by a small payroll and administration function and a dedicated focus on well-being. The position is based in Dartford with approximately 25% international travel (with EMEA and occasionally to US and other regions).

Based in the Northeast United States, this role will be responsible for all aspects of HR for this fast-paced organization. This new leader should be a “builder” who can put into place a contemporary HR operating model and associated processes, which will allow the company to efficiently continue to build scale. As the organization matures, its culture needs to be further solidified and enhanced. Within the Talent function, a key deliverable will be leadership and talent development, particularly within the sales/commercial function.