Human Resources Leadership Development Program

At Kerry, we're obsessed with food and an ambition to provide 2 billion people access to more sustainable nutrition. Kerry is the world's leading taste and nutrition company, serving the food, beverage, and pharmaceutical industries. Every day, we partner with customers to create healthier, tastier, and more sustainable products that are consumed by billions of people around the world.

Our vision is to be our customers' most valued partner, creating a world of sustainable nutrition. A career with Kerry offers you the opportunity to shape the future of food while building your career in a truly global organization.

The Kerry Leadership Development Program is a 24-month rotational program, which will begin on July 12, 2027.

The Human Resources function plays a critical role in enabling Kerry's business strategy through attracting, developing, engaging, and retaining world-class talent.

Throughout the program, you will work alongside HR leaders, business stakeholders, people leaders, and cross-functional partners to support talent strategies that drive organizational performance and employee growth. You will contribute to creating an inclusive workplace where diverse perspectives are valued, employees are empowered to develop their careers, and teams are equipped to perform at their best.

Rotations may include experiences across Talent Acquisition, Talent Development, Learning & Development, and/or HR Business Partnering, based on business needs and individual development goals.

From day one, participants will contribute to real business priorities, manage meaningful projects, build strong stakeholder relationships, and develop the leadership, analytical, and problem-solving capabilities that support future HR leadership opportunities across Kerry.

You will be exposed to a range of centers of expertise such as

Talent Acquisition Participants may support initiatives that help Kerry attract and hire top talent while delivering an exceptional candidate and hiring manager experience.

Responsibilities may include

• Partnering with recruiters and business leaders on talent attraction, requisition management, and candidate management.

• Supporting recruiting, employer branding, candidate sourcing, and talent pipelining efforts.

• Assisting with candidate engagement activities and recruitment process improvements.

• Leverage AI (Phenom, etc.), sourcing tools, market mapping, and digital channels (Linked In Recruiter, campaign-based outreach & community engagement).

• Supporting inclusive hiring practices and helping create equitable access to career opportunities.

• Building diverse talent pipelines that support Kerry's long-term talent and business strategies.

  Talent Development & Learning Participants may support programs that help employees grow, develop, and achieve their full potential.

  Responsibilities may include

• Supporting talent review & succession planning activities including pipeline enhancement, critical role identification and annual talent process

• Supporting annual Career Conversation launch

• Assisting with high potential development, career development, and succession planning initiatives.

• Coordinating and supporting learning and capability-building programs.

• Partnering with business leaders to promote a culture of continuous learning and feedback.

• Supporting initiatives that strengthen internal mobility and career growth opportunities.

• Analysing talent metrics and recommending opportunities for improvement.

• Helping ensure learning and development opportunities are accessible, inclusive, and aligned to employee and business needs.

  HR Business Partnering Participants may partner with HR leaders and business teams to support people strategies that align with organizational priorities and business objectives.

  Responsibilities may include

• Supporting workforce planning, employee engagement, and organisational effectiveness initiatives.

• Support new hire onboarding initiatives to set new hires up for success

• Participating in organisational design and change management projects.

• Analyzing people data and identifying trends to support business decision-making.

• Collaborating with leaders to address employee experience and team effectiveness opportunities.

• Supporting programs and initiatives that foster engagement, belonging, and high performance.

• Gaining exposure to how HR partners work with leaders to build inclusive workplaces where employees can contribute, grow, and thrive.