VP, HR, Americas

VP, HR, Americas

The Vice President, Human Resources leader for the Americas business will serve on the Global HR Leadership Team, helping shape and execute the overall HR strategy. This leader will drive the culture and talent agenda to attract, develop, engage, and retain exceptional talent in support of long-term business performance across a division of approximately 60 facilities in the U.S., Mexico, Brazil, and Canada, representing more than $5B in revenue and 10,000 employees. This leader will serve as a strategic advisor on talent, culture, organizational design, employee and labor relations, engagement, people analytics, and total rewards, helping the Americas business achieve its objectives while advancing the broader enterprise HR agenda.

The ideal candidate will be an agile, connected, and accountable thought partner to the business. This leader will be a trusted advisor to the Executive Vice President, Americas, and the Executive Vice President, Human Resources, providing forward-looking counsel on people matters that support growth, performance, and organizational effectiveness. They will build and sustain a high-performing workforce aligned to business strategy and will thrive in a complex, fast-paced environment through resourcefulness, collaboration, sound judgment, and the confidence to challenge the status quo when appropriate.

Key Relationships

Reports to Executive Vice President, Human Resources

Team: A team of ~90 HR Business Partners across sites in the US, Canada, Mexico and Brazil

Other key relationships:

• Executive Vice President, Americas
• Americas Leadership Team
• Human Resources Leadership Team

Key Responsibilities

Serve as the senior HR Business Partner to the Americas leadership team, translating business strategy into a people and culture agenda that enables performance, growth, and organizational resilience at scale.

Partner closely with senior business leaders to shape organization design, workforce strategy, and operating models that align talent and capabilities to business priorities.

Lead the talent agenda for the business, including succession, leadership development, assessment, and differentiated strategies to attract, develop, engage, and retain critical talent.

Provide strategic counsel and coaching to executives on leadership effectiveness, team performance, organizational health, and complex people matters, balancing business outcomes with employee experience and risk management.

Lead change and transformation efforts across the business, ensuring thoughtful organizational transitions, strong leadership alignment, and effective adoption of new ways of working.

Partner with HR Centers of Excellence to deliver scalable, high-impact solutions across engagement, employee and labor relations, talent acquisition, learning, and total rewards, ensuring enterprise consistency with business relevance.

Lead and develop a geographically dispersed team of HR professionals, setting a clear vision, building organizational capability, and fostering a high-performance culture grounded in accountability, collaboration, and continuous development.

Use data, analytics, and external market insight to diagnose organizational needs, inform decisions, and assess the effectiveness of people strategies and interventions.

Champion an inclusive, high-performance culture by reinforcing leadership expectations, strengthening employee engagement, and helping the business build the capabilities required for sustained success.

Ideal Experience

HR leadership experience

15+ years of progressive HR leadership experience within a large, complex, global organization, including significant experience supporting senior executives and a sizable line of business.

Demonstrated success serving as a strategic advisor and translating business priorities into talent, culture, and organizational strategies that drive performance.

Breadth of HR experience

Broad, hands-on experience across the full spectrum of HR, including talent strategy, succession and leadership development, organization design, change management, employee and labor relations, total rewards, talent acquisition, engagement, and executive coaching.

Brings the judgment to operate strategically while ensuring disciplined execution in a complex business environment.

Demonstrated success shaping talent and culture strategies that drive business performance

Proven ability to shape talent and culture strategies that strengthen organizational effectiveness, improve business performance, and support growth and transformation.

Experience building inclusive, high-performing environments; strengthening leadership capability and employee engagement; and applying data, market insight, and sound judgment to guide workforce decisions and deliver measurable results at scale.

Critical Leadership Capabilities

Strategic and enterprise leadership

Operates as an enterprise-minded HR leader who translates business strategy into a clear people agenda, anticipates internal and external shifts, and aligns decisions to long-term priorities.

Brings a broad perspective on organizational, talent, and market dynamics to guide pragmatic, forward-looking decisions.

Influence, communication, and executive presence

Builds credibility quickly and influences effectively across senior leaders, peers, and stakeholders through sound judgment, clear communication, and a collaborative style.

Brings the executive presence and confidence to influence others, navigate ambiguity, and build alignment around difficult decisions and change.

Leading people, building capability, and delivering through others

Sets a clear vision and direction, aligns teams around priorities, and creates accountability for high-quality execution and measurable results.

Leads and develops geographically dispersed teams through a balanced approach that combines empowerment, coaching, sound judgment, and hands-on support to build capability and strengthen the leadership bench.

Demonstrates resilience, adaptability, and personal credibility in complex, fast-paced environments, bringing a low-ego, pragmatic style and the confidence to challenge constructively when needed.

Judgment, agility, and values-based leadership

Exercises sound judgment and discretion in sensitive situations, balancing competing priorities, risk, and stakeholder needs with maturity and integrity.

Works with agility and resourcefulness, navigating ambiguity, complexity, and change while staying focused on what matters most to the business and its people.

Models the values and leadership behaviors expected of a senior HR executive, fostering trust, collaboration, inclusion, and accountability across the organization.