VP, Global Talent

''•Toronto, ON

18h•CA$300,000 - CA$325,000•Onsite

About The Position

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. As a key member of the HR Leadership Team, this leader will define and operationalize a forward-looking talent strategy that enables business growth, strengthens leadership capability, and builds a future-ready workforce. Operating within a highly matrixed global environment, they will partner closely with senior business leaders, Regional HR, and Global Centres of Excellence to ensure talent decisions directly enable business performance, productivity, organizational effectiveness, and long-term value creation. This role carries enterprise accountability for how McCain identifies, develops, and accelerates talent across the full employee lifecycle. It also plays a critical role in bringing innovative approaches to how McCain evolves the talent agenda across the global organization in response to emerging trends, including digital, data, and AI-driven transformation. The scope of this role includes leadership of a global team spanning talent management, talent acquisition enablement, learning and development, engagement and analytics, future ways of working, as well as adjacent critical enterprise initiatives such as executive recruitment and AI-driven workforce capability and enablement. This role leads a globally distributed team with both direct and indirect reports and operates through a highly matrixed model in close partnership with Regional HR leaders and senior business stakeholders.

Requirements

15+ years of progressive HR and talent management experience, with at least 8 to 10 years in senior leadership roles within large, complex, global organizations.
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 organizational 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 upskilling and reskilling approaches.
Demonstrated experience leading workforce capability transformation in the context of AI or digital transformation, including defining new skill models and embedding reskilling 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, behavioral assessment), with the ability to translate psychometric insights into targeted development and succession outcomes.
Bachelor's degree required.
Master’s degree in Human Resources, Organizational 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.

Nice To Haves

Master’s degree in Human Resources, Organizational 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.

Responsibilities

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 organizational 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
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 organization.
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.
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, personalized learning pathways, and learning analytics that connect capability investment to measurable business outcomes.
Ensure a strong focus on upskilling and reskilling 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.
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.
Lead the evolution of McCain's ways of working, enabling more agile, responsive, and effective team and organizational 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 organizational effectiveness, team performance, and leadership impact.
Ensure the effective design and governance of global talent infrastructure, including core programs, 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 programs, ensuring quality, efficiency, and global alignment.
Lead and develop a high-performing global team, fostering strong collaboration across functions and regions.
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 upskilling and reskilling across the organization.
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.