Reporting to the CFO, the SVP & Chief Accounting officer will lead an international team of over 200. This person will be responsible for the global accounting function including the controller organization, internal controls, and financial reporting. As part of the organization wide transformation the Chief Accounting Officer will focus on driving efficiencies through process improvement and the adoption of new technologies, including AI. In addition, they will lead the Shared Services function ensuring processes support expansion into new market. They will partner with the Tax function to ensure compliance with all federal and international tax laws, as well was working closely with Treasury and FP&A to ensure accurate reporting across the finance function.

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).

This is a pivotal HR leadership role supporting enterprise-wide functions for multiple markets globally. The Senior Human Resources Business Partner Lead is designed as a succession opportunity for the Head of HR Business partner and will play a critical role in shaping the future of the enterprise’s people strategy. The mandate includes partnering with senior stakeholders across Finance, Risk, Legal, Strategy, and other enabling functions to drive organisational effectiveness, talent strategy, and leadership development.

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.

This Head of HR position goes well beyond the traditional remit. It will carry a broader, more strategic mandate, with the responsibility to shape the overall people strategy and guide the market through transformation. The role will play a central role in building leadership capability, elevating productivity, enhancing engagement, and driving change across areas such as workforce optimisation and organisational reinvention. The position demands someone who can move fluidly between big-picture thinking and practical, on-the-ground execution.

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.

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 Group HR Analytics Leader will drive the enterprise-wide People Analytics agenda, delivering actionable insights to shape HR strategy, improve operational efficiency, and enhance employee experience across all markets. The role partners closely with senior HR and business stakeholders to embed data-driven decision-making throughout 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 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.

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.