VP Global Talent

About McCain Foods: McCain Foods is one of the world’s largest producers of frozen potato products, operating in 160+ countries with 20,000+ employees globally and $16B CAD in annual revenue. The company operates at the intersection of a global consumer brand transformation, accelerating digitalisation of manufacturing and commercial operations, and a rapidly evolving workforce capability agenda. This role is central to ensuring McCain has the talent, leadership, and organisational capability to compete and grow in that environment. Opportunity, Scope & Impact: The Vice President, Global Talent is a critical enterprise leadership role responsible for shaping and executing McCain’s global talent, leadership, and workforce capability agenda. Reporting directly to the Chief Human Resources Officer, this role leads a broad and integrated global function including end‑to‑end talent management, learning and development, leadership development, succession planning, engagement and analytics, and future ways of working. Key Responsibilities • Enterprise Talent Strategy & Business Partnership: Serve as a trusted advisor to the CHRO and senior leadership, shaping the enterprise talent and leadership agenda aligned to McCain’s strategic priorities. • Define and drive a global talent strategy that connects workforce capability, leadership strength, and organisational effectiveness to business outcomes. • Bring strong enterprise thinking to talent decisions, balancing global consistency with regional context and ensuring alignment across functions, markets, and long‑term business priorities. • Translate external trends (e.g., workforce shifts, skills evolution, digital/AI impact) into clear, actionable talent priorities. • Regularly present talent strategy insights, workforce intelligence, and leadership pipeline health to the CHRO and Senior Leadership Team. Leadership, Succession & Talent Management • Own and evolve McCain’s global talent management framework, transitioning from static replacement planning to dynamic, skills‑based talent pools that enable enterprise‑wide readiness and continuous mobility across critical roles at all levels. • Strengthen leadership pipelines across all levels, ensuring depth and readiness for critical roles globally. • Lead leadership assessment, development planning, and executive onboarding and integration. • Drive performance and career development frameworks that enable growth, mobility, and accountability. • Partner with HR and business leaders to identify and close capability gaps across key segments of the organisation. • Own and evolve McCain’s job and skills architecture to provide the foundation for skills‑based talent decisions, workforce planning, and internal mobility across all geographies and functions. Global Learning & Capability Building • Lead the Global Learning Centre of Excellence, delivering scalable, high‑impact learning solutions aligned to business priorities. • Define enterprise learning and capability‑building strategy across leadership, functional, technical, and frontline populations — including manufacturing, commercial and corporate environments. • Lead the evolution of the Global Learning function toward an AI‑native learning model, including AI‑driven content creation, personalised learning pathways and learning analytics that connect capability investment to measurable business outcomes. • Ensure a strong focus on up‑skilling and res‑skilling to build a future‑ready workforce. • Oversee learning design, digital learning experiences, global program delivery and learning technology platforms. • Drive integration of learning into the flow of work, enabling practical application, stronger adoption and measurable business impact. Engagement, Listening & Talent Analytics • Own McCain’s enterprise listening strategy (e.g., Our Voice), ensuring high‑quality data collection, insights and action planning. • Translate engagement and talent data into executive‑ready insights that inform decision‑making at HRLT and SLT levels. • Enable a data‑driven HR and talent agenda, building capability across HR and the business to interpret insights, make stronger decisions and drive accountability. • In partnership with the Employee Experience Centre (EEC), define and evolve enterprise talent analytics, including workforce trends, inclusion metrics, and predictive insights planning — to enable predictive decision‑making that anticipates talent gaps before they become business risks. Future Ways of Working & Organisational Effectiveness • Lead the evolution of McCain’s ways of working, enabling more agile, responsive and effective team and organisational models. • Drive initiatives that simplify work, remove friction and improve how teams collaborate and deliver. • Embed principles of continuous improvement, experimentation and practical learning into how teams operate and how work gets done. • Partner with business and HR leaders to shape organisational effectiveness, team performance and leadership impact. Talent Infrastructure, Operations & Global Enablement • Ensure the effective design and governance of global talent infrastructure, including core programmes, systems, processes and operating standards that enable scale, consistency and quality globally. • Oversee the evolution of the global talent technology ecosystem (e.g., learning platforms, talent acquisition and experience platforms, assessment tools and analytics solutions) to enable scalability, integration and seamless employee and candidate experience. • Drive operational excellence across talent programmes, ensuring quality, efficiency and global alignment. • Lead and develop a high‑performing global team, fostering strong collaboration across functions and regions. AI, Digital & Workforce Transformation • Lead the advancement of McCain’s workforce capability agenda in the context of digital, data and AI‑driven transformation. • Identify where AI and emerging technologies can enhance talent practices, learning and workforce productivity. • Partner with business and HR leaders to define capability requirements and embed AI‑related up‑skilling and res‑skilling across the organisation. • Support the evolution of talent strategies to reflect changing skill needs, roles and ways of working. • Define a 3‑year enterprise AI and digital capability‑building strategy for McCain’s workforce, with a phased investment roadmap. Leadership Profile • Enterprise Talent Leader: Shapes integrated talent, leadership and capability strategies that enable business performance at scale. • Strategic and Future‑Oriented: Thinks ahead, anticipates evolving workforce needs and translates trends into clear, actionable priorities. • Learning Agility & Curiosity: Brings strong learning agility, intellectual curiosity and openness to new ideas; continuously seeks to learn, improve and simplify. • Builder and Operator: Combines strategic thinking with strong execution, building practical solutions that scale and deliver impact in real operating environments. • Data‑Driven and Insight‑Led: Uses data, listening and external perspective to inform decisions, measure impact and strengthen accountability. • Influential and Collaborative: Builds trust, challenges constructively and drives alignment across senior stakeholders in a complex, matrixed environment. • People Leader: Develops strong teams, empowers others through coaching and development and fosters a culture of growth, ownership and continuous improvement. • Change Agile: Operates with a continuous change mindset, moving beyond episodic transformation programmes to embed adaptive ways of working, experimentation and resilience across the function and the business. • Externally Connected: Brings an active outside‑in perspective through market intelligence, peer networks and exposure to leading talent practices across industries and geographies. Qualifications & Experience • 15+ years of progressive HR and talent management experience, with at least 8 to 10 years in senior leadership roles within large, complex, global organisations. • Experience with cross‑functional teams in a highly matrixed environment, with direct accountability for enterprise‑level talent strategy. • Experience in a P&L‑oriented or business‑embedded HR model, demonstrating the ability to connect talent investment to financial outcomes and productivity. • Deep expertise across talent management, leadership development, learning, succession planning, performance and career development and organisational effectiveness. • Proven ability to design and deliver enterprise‑wide, skills‑based talent strategies that enable business growth and transformation. • Demonstrated experience building scalable learning and capability strategies, including digital, technology‑enabled, AI‑native and future‑focused up‑skilling and res‑skilling approaches. • Demonstrated experience leading workforce capability transformation in the context of AI or digital transformation, including defining new skill models and embedding res‑skilling at enterprise scale. • Experience selecting, implementing and governing enterprise talent technology (assessment platforms, talent acquisition tools, learning management and workforce analytics solutions). • Experience leveraging data and analytics, including predictive talent intelligence, to drive insights, decision‑making and accountability at executive levels. • Executive assessment and coaching experience — certified or experienced in assessment methodologies (e.g., Hogan, 360‑degree, behavioural assessment), with the ability to translate psychometric insights into targeted development and succession outcomes. • Bachelor’s degree required. Master’s degree in Human Resources, Organisational Psychology, Business Administration or a related field is preferred. • Professional certifications in HR (e.g., SHRM‑SCP, CIPD, GPHR) or executive coaching are a valued asset. Compensation: $300,000 – $325,000 CAD annually + bonus eligibility + Long‑Term Incentive eligibility. Please note compensation may vary based on experience and background. McCain Foods is an equal opportunity employer. As a global family‑owned company, we strive to be the employer of choice in the diverse communities around the world in which we live and work. We recognise that inclusion drives our creativity, resilience and success and makes our business stronger. All qualified applicants will receive consideration for employment without regard to race, religion, colour, national origin, sex, age, veteran status, disability or any other protected characteristic under applicable law. McCain is an accessible employer. If you require an accommodation throughout the recruitment process (including alternate formats of materials or accessible meeting rooms), please let us know and we will work with you to find appropriate solutions. Your privacy is important to us. By submitting personal data or information to us, you agree this will be handled in accordance with McCain’s Global Privacy Policy and Global Employee Privacy Policy, as applicable. McCain leverages AI in the hiring process, though all final decisions are made by humans. You can understand our approach to AI and how your personal information is being handled here. Job Family: Human Resources Division: Global Human Resources Department: Global Organisational Development Location(s): CA – Canada : Ontario : Toronto Company: McCain Foods (Canada)

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