The European Rewards Lead will be responsible for designing and implementing Total Rewards solutions for European needs in alignment with company-wide Total Rewards philosophy. The role will also act as the reporting and analytics expert, advisor and coach of the Human Resources team in Europe and provide support needed by the business ensuring attraction and retention of talent.

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.

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.

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.

Reporting to the Head of HR, this is a highly strategic leadership role responsible for shaping the organisation's talent acquisition agenda and broader HR transformation initiatives. Beyond leading executive hiring and critical talent acquisition activities, the position oversees the development and execution of recruitment strategies, talent attraction frameworks, employer branding initiatives, recruitment processes, systems, and governance. The objective is to build a scalable, efficient, and future-ready talent acquisition function that supports the organisation's growth ambitions. In addition, the role serves as a key Project Management Office (PMO) lead for HR transformation initiatives, partnering closely with HR and business leaders to drive organisational change, enhance people processes, and ensure successful implementation of strategic HR priorities.

Reporting to the Head of HR, the Global Talent & Organisation Head will play a critical role in enabling the company's next phase of growth and globalisation. The position is responsible for shaping enterprise-wide talent and organisational strategies that directly support business priorities, organisational scalability, and leadership capability. This is not a traditional, academically-oriented Talent Management or Organisation Development role. Rather, the it will bring a highly business-centric mindset, translating business strategy into practical talent and organisational solutions that drive measurable impact. Working closely with senior leadership, the role will oversee areas including talent strategy, leadership development, succession planning, organisational effectiveness, workforce planning, and organisation transformation across the global business.

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.

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.