The Korea Head of Human Resources will serve as the trusted strategic business partner to the General Manager, providing HR leadership across the Korean market. The position will own the full HR strategy and its execution, supported by matrixed Centres of Excellence (COE). The mandate spans leadership capability building, talent pipeline development, organisational transformation, workforce planning, culture initiatives, and complex labour relations. This high-visibility role blends genuine strategic influence with hands-on delivery in a fast-paced, matrixed environment.

This is the senior-most HR leadership role for North America, reporting to the Chief People Officer and partnering closely with the regional executive leadership team. The role is responsible for shaping and executing the people strategy across the U.S. and Canada, with broad oversight of talent, leadership development, organizational effectiveness, employee relations, compensation, succession planning, and culture. The successful candidate will serve as a trusted advisor to senior leaders, lead a high-performing HR team, and help drive business transformation and organizational effectiveness initiatives. Based in New York, the position offers significant exposure to both regional and global stakeholders and requires a leader who can balance strategic influence with strong operational execution.

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).

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.

Reporting to the Head of Talent Management, the Head of Learning & Development will be responsible for developing strategic learning programs that will the capabilities to meet the future needs of the organization. Working with business leaders they will design and implement programs that build a robust leadership pipeline. In addition, they will lead a team that will design programs that adopt cutting edge technologies that will allow for digital delivery of enterprise-wide programs that allow for AI-enabled learning.

The Director, HR Business Partner, will provide strategic HR leadership to one of the company’s largest and most complex business units in Taiwan, supporting a diverse workforce of approximately 2,000 employees. Reporting to the Country HR Head, the position directly manage two experienced HRBPs while acting as a trusted strategic advisor to senior business leaders. The remit covers workforce planning, succession management, leadership development, organisational design, and high-impact business transformation initiatives. This is a genuine strategic HRBP role with minimal operational HR focus and offers significant global exposure through participation in regional and corporate projects within a highly matrixed international environment.

This role reports to the CHRO and while location is flexible, there is a strong preference for Midwest or Southeast. This is a true business partnering opportunity, responsible for running HR for a pivotal division of the business globally. The position manages a team. There is a significant element of building as well as change and transformation. This is a hands-on role which interacts closely with senior stakeholders and employees of all levels.

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.

The SVP Internal Audit will be based in Panama and report directly to the Audit Committee, while partnering closely with the CFO and senior global leadership team. This highly visible role leads a globally dispersed audit organization and oversees enterprise-wide internal audit, SOX, risk, compliance, and technology audit activities across the company’s international operations. The role combines strategic leadership with oversight across financial, operational, and technology environments, including ERP, POS, logistics, HR systems, cybersecurity, IT general controls, data integrity, and broader enterprise risk initiatives. This position will play a key role supporting the company’s ongoing transformation and modernization efforts across a fast-evolving global business.

Based in Malaysia, the Head of HR will lead an HR team that provides full HR support to the Malaysian operations. The total population is about 500 people in both commercial and manufacturing setups. The key requirement for the role will be on business partnering, employee relations, compliance of labour law, Union management and payroll governance in the country.

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.