Region HR Head - North America

UPL Limited (NSE: UPL & BSE: 512070, LSE: UPLL) is a global provider of sustainable agriculture products and solutions, with annual revenue exceeding $6bn. We are a purpose-led company. Through OpenAg®, UPL is focused on accelerating progress for the food system. We are building a network that is reimagining sustainability, redefining the way an entire industry thinks and works – open to fresh ideas, innovation, and new answers as we strive towards our mission to make every single food product more sustainable. As one of the largest agriculture solutions companies worldwide, our robust portfolio consists of biologicals and traditional crop protection solutions with more than 14,000 registrations. We are present in more than 130 countries, represented by more than 10,000 colleagues globally. For more information about our integrated portfolio of solutions across the food value chain including seeds, post-harvest, as well as physical and digital services, please visit upl-ltd.com and follow us on LinkedIn, Twitter, Instagram and Facebook.

(EOE) EQUAL OPPORTUNITY EMPLOYER STATEMENT:

UPL provides equal employment opportunities (EEO) to all employees and applicants irrespective of their race, color, religion, gender, marital status, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. In addition to federal law requirements, in every location in which the company has facilities, UPL complies with applicable state and local laws governing non-discrimination in employment. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. UPL also reinforces EEO through its Corporate Business Principles and Code of Business Conduct.

JOB SUMMARY:

The Regional HR head for North America serves as the senior HR leader for UPL’s Crop Protection business across the United States and Canada. The role shapes and executes the region’s people strategy, balancing strategic direction with disciplined, hands‑on execution. The leader will build a high‑performing HR organization that partners closely with business leadership to drive growth, productivity, culture, and compliance—across all functional teams including Sales & Commercial, Marketing, R&D, Regulatory, Corporate functions, global team members in the United States and Canada, UPL’s manufacturing facility in the United States.

JOB RESPONSIBILITIES: 

1) Strategic HR Leadership & Business Impact 

• Define and deliver a North America people strategy aligned to profitable business growth objectives over multiple horizons.
• Operate as a trusted advisor to the North America leadership team, providing pragmatic, data‑backed guidance on org design, workforce plans, and talent investments. 
• Translate business priorities into multi‑year HR roadmaps and key performance indicators with measurable outcomes.
• Provide end‑to‑end HR leadership to the business teams in North America, driving a performance driven culture that enables talent development.
• Ensure robust safety culture and compliance at offices, manufacturing unit/s and research & development labs in partnership with the Environmental, Health and Safety teams.
• Strategic HR business partnership to all UPL’s Crop Protection business teams across the U.S. and Canada; drive one‑UPL ways of working. 
• Drive a culture of ownership, speed, collaboration, and follow‑through across the HR function. 

2) Total Rewards Leadership 

• Provide strategic and operational leadership for Total Rewards across North America—market‑competitive, internally equitable, fiscally disciplined, and aligned to pay‑for‑performance. 
• Own regional execution and governance for: U.S. 401(k) and any legacy pension plans; Canada RRSP/registered plans; health & welfare programs; statutory benefits; leaves of absence. 
• Lead sales incentive plan governance as aligned with the global Total Rewards framework and regional best practices. 
• Ensure compliance with evolving pay transparency requirements across applicable U.S. and Canada. 

3) Performance Management & Culture 

• Drive a rigorous performance management cycle enabling clear goal‑setting, differentiated outcomes, and merit‑based rewards in alignment with Global Total Rewards policy and guidelines.
• Coach leaders manage performance proactively and fairly; ensure consistency and strong documentation. 
• Reinforce a culture of extreme ownership, collaboration, learning agility, inclusion, and results. 

4) Talent, Organization & Change Leadership 

• Lead talent reviews, succession planning, and critical role pipelines; accelerate leadership bench strength with targeted development and mobility. 
• Shape organization design decisions (structures, spans‑layers, role clarity) to improve scalability, speed, and productivity. 
• Lead change programs for transformation, restructuring, M&A integrations/divestitures, and capability buildouts. 

5) HR Operational Excellence, Governance & Compliance

• Lead and develop a regional HR team (HRBPs, Payroll, Benefits, Compliance/Employee relations) with clear goals and ownership.
• Stay close to details on critical cases, payroll/benefits accuracy, and policy adherence while maintaining strategic oversight. 
• Maintain robust HR governance including policies, audits, documentation and training, with evolving legislations across the United States and Canada.

6) Employment Law, Employee Relations & Risk Management 

• Serve as the HR authority for U.S. and Canadian labor and employment matters; anticipate and mitigate risk through strong policies, training, and governance. 
• Personally lead or oversee complex ER issues (investigations, restructuring, performance separations, policy/ethics matters) ensuring fair, consistent, and well‑documented outcomes. 
• Partner with internal/external counsel as needed while maintaining internal decision‑making ownership. 
• Maintain compliant practices across key frameworks (e.g., wage & hour, leaves/disability accommodation, anti‑discrimination/harassment, health & safety, data privacy, pay transparency).

7) Analytics, Digital HR & Decision Support 

• Use HR analytics dashboards to inform decisions on hiring velocity, retention risks, productivity, and related indicators; translate insights into clear actions. 
• Leverage HR information systems and AI‑enabled tools to elevate efficiency, service quality, and decision rigor.

REQUIRED EDUCATION AND EXPERIENCE:

• Bachelor’s degree in human resources, Psychology, Business Administration, or related field preferred. Master’s degree in human resources will be an added advantage.

• 15+ years of progressive HR leadership experience in fast paced, matrixed, global organization with HR Managerial experiences in multi-country environments (U.S. and Canada), including manufacturing or industrial operations. 

• Proven track record as a strategic yet operationally hands‑on HR leader.
• Experience leading organizational transformation, navigating ambiguity, and delivering results at pace; exceptional communication and stakeholder influence. 

• Good working knowledge of Talent management, succession planning, compensation, benefits, retirement plans (e.g., 401(k), pension plans, RRSP), and sales incentive governance. 

• Strong understanding of U.S. and Canadian labor & employment frameworks, safety, and pay transparency norms. 

• Demonstrated ability to leverage analytics/HRIS and AI‑enabled tools for decision support and operational excellence. 
• Professional certifications (e.g., SHRM‑SCP, SPHR, CHRL/CPHR) are valued. 

Team Size: 5 (Direct & In-Direct)

UPL COMPETENCIES:

• Adaptability & Resilience: Recognizes and is open to changing circumstances and alters behavior and scales up as necessary; increases personal awareness and appreciation of individual and cultural differences to create an open, inclusive, and accepting workplace.
• Entrepreneurial Mindset: Has a creative mindset and ability to think holistically, takes calculated risks and maximizes opportunities.
• Results Orientations: Takes action, pursues goals with persistence and achieves results; communicates goals and vision to the team to drive enthusiasm and ambition.
• Execution Excellence: Enhances the speed of execution and builds efficiency in processes, systems and people; has sharp focus on quality-orientation.
• Strategic Orientation: Demonstrates knowledge of the social, economic, and environmental factors and how they impact business. Identifies key issues that could impact the business and develops strategy through an analytical lens / design thinking.
• Building Teams and Talent: Empowers colleagues through knowledge sharing and delegation, quickly establishing rapport; provides recognition for achievements and accomplishments.
• Customer Centricity: Understands the customer’s needs and pain points, fulfills the needs and expectations by focusing on creating value for customers.

We are one team, for maximum impact. One team with shared goals. We all play for the team and no one plays against the team. We have a laser-like focus on what our customers need and want, on anticipating their future needs and on how we can create innovative solutions and experiences for them.

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