About Kerry Kerry is the world's leading taste and nutrition company for the food, beverage and pharmaceutical industries. Every day we partner with customers to create healthier, tastier and more sustainable products that are consumed by billions of people across the world. Our vision is to be our customers' most valued partner, creating a world of sustainable nutrition. A career with Kerry offers you an opportunity to shape the future of food while providing you opportunities to explore and grow in a truly global environment. About the role An integral member of the North America Executive Leadership team responsible for leading profitable and sustainable growth, the VR HR has specific accountability for shaping and executing plans to ensure the Region has the requisite leadership, talent pipeline, capabilities and culture required for successful execution of its ambitious and exciting growth strategy. The incumbent is responsible for building and leading a high-performing HR function that partners with leaders across the business for delivery of the above. As a member of the Global HRLT, the NA HR VP ensures North America priorities and requirements are addressed in the ongoing shaping and delivery of Groupwide HR priorities and actively leverages Global COEs and GBS for delivery of North America priorities. Key responsibilities Key Responsibilities & Deliverables + As an active member of the regional team, contribute to the ongoing development of the North America business growth plans, and delivery of articulated business priorities. + Bring expertise and insight into leadership, talent, organizational and reward priorities, and serve as a trusted business partner to the Regional CEO NA and executive leadership team within a large growth-focused organization that is mid-way through a significant transformation. + Achieve significant progress in addressing key talent pipeline management priorities; with a particular focus on ELT development, ELT succession and succession to prioritized leadership roles across the Region. + Accelerate development of key commercial and operations capabilities across the organization, achieving the right balance of build and buy strategies, to ensure the business is sustainably equipped with the requisite leadership and expert skills to unlock future growth potential + Continue the focus on culture change through a strong focus on change leadership and on the required leadership capabilities across the Region, with Kerry Senior Leadership Competencies embedded into habitual and visible leadership behavior; support this by ensuring these leadership competencies form the “red thread” that binds together all key people processes and integrates them with the business strategy and plans. + Ensure the North America organizational design builds and embeds required capabilities effectively and efficiently, is simple and transparent, and effectively leverages GBS and Global COEs for effective and efficient delivery. + Play a key role in enabling leaders to embed Kerry’s Vision, Mission, Values and Purpose within the Region, ensuring leaders continue to take ownership of ensuring employees are fully engaged and retained. + Play a proactive role in current and future M&A activity, ensuring HR capability applied up-front in target selection, effective due diligence and seamless integration + Build, lead, coach and develop a highly engaged NA HR Leadership team for ongoing momentum in delivery of articulated priorities, script the next chapter of the business requirements of the team and ensure they are up for the journey – as a collective and as individuals. Maintain momentum on the existing focus on upgrading the quality of HR business partnering, ensuring GBS and COEs are fully leveraged for effective and efficient HR delivery. + As a member of the Global HRLT, ensure North America priorities and requirements are addressed in the ongoing shaping and delivery of Groupwide HR priorities, actively leverage Global COEs and GBS for delivery of North America priorities + Ensure North America compliance to the Group’s Global Social Sustainability Standards, ensuring any gaps are transparent and documented, with plans are in place to address. Qualifications and skills + A minimum of 15 years’ business leadership with a milti-site global organization known for the quality and business impact of its human resource practices + Possesses a highly developed mix of business leadership skills and human resource expertise. The ideal candidate will have led the regional human resource function in a complex, global business with diverse activities, and will be very familiar with HR practices in the US and ideally also Canada + A proven record of working as a highly commercial business partner with executive leadership and line managers + Demonstrated track record of achievement and results in a global matrix organization, through ability to engage and influence without necessarily having direct control, and ability to collaborate and build strong and meaningful cross-geography and cross-functional partnerships + Track record of effective leadership through significant organizational transformation - has played a leading role in business transformation in sizeable complex businesses + Has demonstrated ability to drive culture change in alignment with strategic direction, and alignment of leadership and talent agendas to chosen strategic direction + Previous experience working with a CEO/P&L leader and cross-functional leadership team in facilitating the development of a high-performing enterprise + Has championed an organization-wide talent agenda, and successfully led senior-level succession and development programs + Has played a lead role in shaping and embedding effective organization design to build required organizational capabilities + Experience of working with remuneration as a strategic enabler to drive change and transformation + Has ideally played a key role in successfully integrating acquired businesses + Previous experience and success in a general management or other P&L accountable role with a strong commercial focus would be advantageous. + A university degree is required; an advanced degree in business or a related field would be highly desirable + Proven familiarity working in a similarly sized, diverse business with a global footprint. + Blend of previous experience as both an HR business partner and within a centre of expertise (talent, organizational effectiveness, leadership development, learning, compensation/benefits) across the broader enterprise + 10 years + team leadership experience, and development of future HR talent The pay range for this position is $301,500 - $530,300 in Annual Salary. Kerry typically does not hire an individual at the top or near the top of the range, as we are a pay-for-performance company, and this range is set to continue to reward performance annually while in role. Compensation decisions are dependent on the facts and circumstances of each case. The specific compensation offered to a candidate within the above range may be influenced by a variety of factors including skills, qualifications, experience, and internal equity. In addition, this position is also eligible to earn a performance-based incentive compensation. Kerry offers a competitive benefits package, including medical, dental, vision, paid time off, a 401(k) plan with employee and company contribution opportunities, Employee Share Plan, Life, disability, and accident insurance, and tuition reimbursement. This job posting is anticipated to expire on 02/01/2026. Equal Opportunity Kerry is an equal opportunity employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age disability, protected veteran status or other characteristics protected by law. Kerry will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditional upon the successful completion of a background investigation and drug screen. Additional information can be found at Know Your Rights Workplace Discrimination is Illegal (dol.gov). Beware of scams online or from individuals claiming to represent us. A Kerry employee will not solicit candidates through a non-Kerry email address or phone number. In addition, Kerry does not currently utilise video chat rooms (e.g., Google Hangouts) to conduct interviews. Refuse any request that asks you to provide payment to participate in the hiring process (e.g., purchasing a “starter kit,” investing in training, or something similar). Kerry will not ask you to pay any money at any point in the hiring process with the exception of reimbursable travel expenses. In addition, any payments made by Kerry will be from official firm accounts bearing the Kerry name.