HR Manager- Global Business Unit, Companion Animal

Get ready to Own strategic HR leadership as the HR Manager- Global Business Unit, Companion Animal for our Companion Animal Business Unit at Trouw Nutrition, a Nutreco company. As part of a global leader in animal nutrition and aquafeed, you will directly contribute to our shared purpose of Feeding the Future - a mission that has guided Nutreco for more than 100 years and continues to shape how we deliver sustainable nutrition worldwide. 

As the HR Business Partner to the BU Managing Director, Global Companion Animal Leadership Team, and local OpCo leaders, you will own the translation of business strategy into people strategy -building leadership capability, strengthening organizational effectiveness, and shaping a culture where employees thrive. to the BU Managing Director, Global Companion Animal Leadership Team, and local OpCo leaders, you will Own the translation of business strategy into people strategy -building leadership capability, strengthening organizational effectiveness, and shaping a culture where employees thrive. You will lead talent strategy, succession planning, organization design, leadership development, and change management across a global, matrixed environment. 

This role blends strategic influence with hands‑on execution. You will partner closely with local HR teams, HR Shared Services, and global Centers of Expertise to ensure we have the structure, capability, and culture needed to deliver on our Companion Animal growth ambitions. You will be a trusted advisor to leaders, guiding decisions that strengthen performance, engagement, and long‑term organizational health. 

Join us and help shape the future of our people and our business.  

Own your direction. Own your development. Own your path. 

What You’ll Do 

Strategic Business Partnering 

• Serve as the HR Manager to BU leadership, contributing to business strategy and ensuring the people agenda enables BU priorities.
• Develop and execute the BU people plan, balancing near‑term needs with long‑term capability, culture, and leadership requirements.
• Provide data‑driven insights that support decisions with significant organizational impact. 
• Act as the connecting point between BU leadership, local HR teams, global HR CoEs, and HR Shared Services. 
• Represent BU needs in global HR forums and ensure timely preparation and follow‑up for governance activities (Business Reviews, Calibration, Talent Reviews). 
• Build trusted relationships with senior stakeholders and challenge leaders constructively on organization, talent, culture, and engagement topics. 

Talent, Succession & Leadership Development 

• Lead BU people reviews, succession planning, and talent calibration with BU leaders, local HR, and global Talent CoE. 
• Identify critical roles, capability gaps, talent risks, and succession needs; translate insights into development, movement, retention, and recruitment actions. 
• Coach leaders on performance, potential, development planning, and career conversations. 
• Support leadership development and culture‑building initiatives that strengthen accountability, collaboration, inclusion, and readiness for future growth. 

Change Management 

• Lead people‑related change for transformation, including organization design, operating model shifts, leadership transitions, and capability evolution. 
• Partner with leaders to create clear change narratives, communication plans, and adoption strategies. 
• Monitor change effectiveness through feedback, engagement insights, HR metrics, and business outcomes. 

HR Operations & Compliance 

• Ensure consistent implementation of global HR processes (performance management, compensation cycles, engagement surveys, workforce planning). 
• Coordinate with local HR and HR Shared Services to ensure accurate HR administration, data quality, reporting, and Workday transactions. 
• Provide guidance on employee relations, policy interpretation, compliance, and risk management. 
• Manage BU HR priorities, budgets, and reporting responsibly. 

Who We’re Looking For 

• Bachelor’s degree in HR, Business, Organizational Development, or related field; master’s degree or HR certification preferred. 
• 7–10 years of progressive HR experience, including senior HR business partnering with global or regional leadership teams. 
• Ability to operate as a small HR function—strategic enough to shape the people agenda and hands‑on enough to execute independently. 
• Strong business acumen and ability to connect people priorities to commercial, operational, and financial outcomes. 
• Experience with organization design, workforce planning, talent & succession, leadership development, performance management, engagement, and change management. 
• Confident influencing skills with the ability to challenge, coach, and advise senior leaders in a complex matrix environment.
• Strong analytical capability, including use of HR data, insights, and metrics. 
• Comfort working across countries, cultures, time zones, and stakeholder groups. 
• High integrity, sound judgment, resilience, discretion, and ability to manage ambiguity. 

What You’ll Own 

• A clear BU people agenda aligned with business strategy and owned by leadership. 
• Improved visibility of critical roles, succession risks, capability gaps, and development actions. 
• Strong adoption of global HR processes and HR operating model within the BU. 
• Leaders who feel supported, challenged, and equipped to lead effectively through growth and change. 
• Credible, timely HR reporting and insights that support informed business decisions.