Reporting directly to the CHRO, the VP HR Operations will serve as a trusted partner playing a critical role in shaping and delivering the people agenda during a period of significant transformation and growth. As the organisation continues to integrate legacy businesses and build a scalable operating model, this role will lead the evolution of HR Operations across EMEA and APAC, driving operational excellence, standardisation and continuous improvement. The successful candidate will be responsible for developing the infrastructure, governance and processes required to support a modern, high-performing HR function while partnering closely with business leaders to enable organisational change. A key priority will be the expansion of shared services capabilities, leveraging the existing Porto Shared Service Centre to establish a broader, multi-functional hub supporting the wider organisation. In parallel, the role will lead the transformation of payroll and HR operations across Europe, including the implementation of a new payroll provider, consolidation of legacy operating models, establishment of regional service hubs, and the introduction of consistent governance, controls and service standards. This is a highly visible leadership role requiring an experienced HR operations executive who is comfortable operating in a complex, fast-paced international environment.

Reporting to both the Regional Managing Director and the Global Chief Human Resources Officer, the EMEA Head of HR will serve as the senior HR leader for a geographically diverse employee population of approximately 2,000 employees across Europe, the Middle East, and Africa. The role combines strategic HR leadership with transformation execution and will be responsible for developing and implementing a cohesive regional people strategy aligned with business objectives. Working closely with country HR teams, business leaders, and global Centres of Excellence, this position will drive greater consistency in HR governance, talent practices, organisational effectiveness, workforce planning, and employee experience across the region. A key component of the role will involve leading the transformation of the regional HR function, including the harmonisation of processes, implementation of HR technology solutions, strengthening HR capability, and embedding a more integrated operating model. The position offers significant exposure to senior leadership and the opportunity to influence both regional and global people priorities.

The India Total Rewards will be based in Hyderabad and reports to the Global Head of Total Rewards in the US with a 10-15 member team. It is a highly challenging role acting as a bridge between the India and the global business, responsible for setting up the total rewards strategy, payroll and HRIS in line with the talent strategy for India.

This is the senior-most HR leadership role for a large, complex manufacturing operation in Puerto Rico. Reporting to a global Manufacturing HR leader, with close partnership to senior site leadership, the role will shape the people, talent and organizational agenda through a period of meaningful transformation. The mandate goes well beyond operational HR. The successful leader will act as a strategic advisor and catalyst for change, strengthening leadership capability, workforce planning, culture and organizational effectiveness while translating global priorities into sustainable local action. The role leads an experienced HR team and broader HR ecosystem and requires significant influence across business leaders, specialist HR teams and global stakeholders. It also carries meaningful external visibility within the Puerto Rico business and professional community.

Reporting to the CFO, the SVP, Treasury will be responsible for the company’s global treasury function. This includes liquidity management, credit facilities, project finance, capital markets activity and FX management. The finance function is going through a significant transformation, and the SVP Treasury will be responsible for driving change through process improvement and technology enhancements.

As the Head of HR APAC for one of the largest business units within the organisation, this role will lead a full function HR team supporting a large scale workforce across the Asia Pacific region with both permanent and contingent staff. This is a strategic role to be a key coach and advisor to the regional leadership team; helping to drive culture transformation and integration. This is also a significant people leadership role requiring someone who has led sizable teams. This is an evolving organisation with a lot of focus on culture, engagement, and transforming ways of working.

Reporting to the Head of Executive Search and Talent, the Director, Executive Search will lead senior-level searches across the organisation, partnering closely with business and HR leaders up to C-suite level to identify and attract high-calibre executive talent globally. The role will manage the full executive search lifecycle, from understanding leadership requirements and developing search strategies through to market mapping, candidate engagement, assessment and offer management. Beyond individual assignments, the Director will provide external market insight and talent intelligence, building pipelines and trusted relationships with senior leaders across relevant talent markets. Working in a highly international and matrixed environment, this is a visible role requiring strong judgement, discretion and the credibility to advise senior stakeholders on executive talent.

Reporting into the Global Head of Talent and Learning, the Global Head of Learning & Development will lead the evolution of the company’s global L&D function, shifting the focus from learning delivery towards enterprise-wide capability building and business performance. Leading a global team of approximately 15 professionals across different regions, the role will define and deliver a global learning strategy aligned with the organisation’s growth and transformation priorities. Key areas will include leadership and future skills development, learning technology and innovation, global learning operations and governance, and measuring the impact and return on learning investments. Working closely with senior business and HR leaders, the role will ensure learning priorities address evolving business needs while creating a more consistent, scalable and modern learning experience globally.