Vice President, People Business Partner - Pernod Ricard North America

We need to output HTML fragment with sections for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections if posting has real specific content. We must not repeat job title as heading. No Job ID etc. Remove boilerplate. We need to extract content. Let's parse the posting. First paragraph: "Where Conviviality is at work. Pernod Ricard is a global premium international champagnes and spirits company..." This is about company description. Could be "About the role"? Actually "About the role" maybe includes company description and role summary. The job summary is later: "Job Summary As Vice President, People Business Partner, you will lead..." That's the role description. We need sections: About the role (maybe company overview and role summary). Responsibilities (What You'll Do). Requirements (maybe Required Qualifications). Qualifications (maybe same as Requirements? But we need differentiate? Usually Requirements are mandatory, Qualifications maybe preferred. But we can combine? The instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Skills). We need to include sections only when posting has real specific content. We have: - About the role: could include company description and job summary. - Responsibilities: "What You’ll Do" bullet list. - Requirements: maybe "Required Qualifications" list. - Qualifications: maybe "Preferred qualifications"? Not present. There's "Experience in a consumer-facing, CPG, beverage/alcohol, or similarly complex multinational environment strongly preferred." That's a preferred qualification. Also "Ability to work in a hybrid environment..." maybe requirement? It's listed under Required Qualifications? Actually after Required Qualifications list, there is "Ability to work in a hybrid environment..." It's part of Required Qualifications? It appears after the list but before Job Posting End Date. It seems like a requirement. Could treat as part of Requirements. - Skills: maybe not explicitly listed; we could infer from responsibilities but better not to invent. If no explicit skills section, we should not create Skills heading. - Benefits: The posting mentions benefits: "We offer employees great benefits and perks to toast to a life filled with support. Check out PRUSABenefits.com for details." Also earlier: "Being part of an inclusive and diverse company where professional development and internal career mobility is front-and-center to our talent strategy." Also flexible work policy, hybrid option, etc. So we have benefits content. - Pay: Salary range: "$226,600.00 to $283,200.00." Also mention may vary if role outside location. Base salaries determined during interview process. So we have pay info. - Schedule: Hybrid environment with minimum three days in office each week and travel approx 25%; also flexible work policy: most positions offering hybrid option with flexibility to work remotely 2 days a week; empower employees to work hours that make sense. So schedule info. Thus we can include sections: About the role, Responsibilities, Requirements, Benefits, Pay, Schedule. Possibly Qualifications if we separate required vs preferred. But we have Required Qualifications list; we could put that under Requirements. Qualifications maybe not needed. Skills not present. We must not create sections with filler like "not specified". So we include only those with content. Now we need to format: headings

. For lists use

• . For prose use

  . We must preserve ALL substantive information; do not invent or summarize away detail. So we need to include all details from the posting, but we can condense into prose or list as appropriate, but must not lose detail. However we must not repeat boilerplate. We need to include company description, job summary, responsibilities bullet list, required qualifications list, benefits info, pay info, schedule info. Let's extract each. Company description & About the role: First paragraph: "Where Conviviality is at work. Pernod Ricard is a global premium international champagnes and spirits company. We’re the team behind leading brands such as ABSOLUT® Vodka, Jameson® Irish Whiskey, Malibu®, Kahlúa® Liqueur, The Glenlivet®, Beefeater and Malfy Gins, and a leading portfolio of American whiskey brands including Jefferson’s, Rabbit Hole, TX, Smooth Ambler and Skrewball™ whiskey. Working at Pernod Ricard is all about igniting conviviality in all that we do. Derived from the French word, convivialité…it means human connection, authenticity, friendly, and jovial. Conviviality is energy and spirit with a splash of je ne sais quoi and is a core philosophy around how we live and work at Pernod Ricard. Guided by our 4 core values: (1) grounded in the real; (2) fiercely authentic; (3) passion for challenge; and (4) connected beyond borders; we are team players, dream makers, trailblazers, movers and (cocktail) shakers. We have a passion for living life to the fullest, making new friends every day, and realizing our potential as people and as a business!" Then Job Summary: "As Vice President, People Business Partner, you will lead the People Agenda for the U.S. business and serve as a member of the North America People & Experiences (P&E) leadership team. Reporting to the Chief People Officer and partnering closely with senior business leaders, you will translate business strategy and transformation priorities into organization, talent, workforce, and culture decisions that enable performance and sustainable growth. You will lead an experienced team of People Business Partners and Talent Acquisition Managers and partner closely across Talent, Organizational Development, Employee Relations, Total Rewards, Legal, Compliance, and other Centers of Excellence and global teams. You will shape organizational effectiveness, talent, employee experience, culture, and workforce strategy across a complex, fast-moving organization. This role will play an important part in strengthening the organizational capabilities, leadership, and ways of working needed to support the evolving needs of the U.S. business. It requires a commercially minded, high-potential People leader who can move comfortably between enterprise strategy and hands-on execution, using data, judgment, and deep business understanding to create meaningful outcomes for our people and the business. The successful candidate will be visible in the market, staying close to leaders, employees, customers, and the realities of the business." We could combine these into About the role section. Now Responsibilities: "What You’ll Do" list: - Set and execute the U.S. People strategy, translating business and transformation priorities into organization, talent, workforce, and culture plans that strengthen performance, engagement, retention, and operational effectiveness. - Serve as a strategic partner to the Pernod Ricard North America Extended Leadership Team, advising on organizational effectiveness, workforce strategy, leadership, talent, culture, and transformation. - Lead organizational design and change initiatives, including operating models, workforce structure, decision rights, spans and layers, leadership transitions, role redesign, and new ways of working. - Shape the employee experience and engagement agenda by aligning leadership behaviors, people practices, culture, and business priorities and using employee and organizational insights to identify opportunities and measure impact. - Strengthen leadership and talent pipelines through talent reviews, succession planning, performance management, development, internal mobility, and strategic career planning in partnership with the Talent Center of Excellence. - Lead U.S. strategic workforce planning, including headcount and role prioritization, location and capacity planning, and future capability requirements related to automation, artificial intelligence, evolving business needs, and pipeline growth. - Own U.S. Talent Acquisition execution in alignment with Talent COE strategy and standards, ensuring strong pipelines, disciplined hiring delivery, and actionable market and candidate insights that inform talent and business decisions. - Use workforce, talent, and business data to measure organizational effectiveness and evaluate the impact of People strategies, investments, and programs. - Partner with Total Rewards, Employee Relations, Legal, and Compliance on reward programs, sensitive employee matters, workforce risk, policy, and regulatory requirements across jurisdictions. - Lead and develop the People Business Partner and Talent Acquisition teams, strengthening business acumen, analytics, consulting capability, accountability, and operational excellence. - Drive continuous improvement across People processes, systems, analytics, and ways of working to strengthen scalability, effectiveness, and the experience of leaders and employees. - Act as a credible deputy to the Chief People Officer and contribute to enterprise-wide priorities as a member of the North America People & Experiences leadership team. Now Requirements (Required Qualifications): List: - Bachelor's degree in Human Resources, Business Administration, or a related field. - 10+ years of progressive Human Resources leadership experience, including current or recent experience operating at the Vice President level in a business partner or enterprise People leadership role. - Demonstrated success advising senior executives and leadership teams through organizational transformation, business change, and complex people decisions. - Experience operating successfully in complex, fast-paced, global matrixed organizations, with the leadership maturity and growth potential to make a sustained impact in the role. - Deep capability in organizational effectiveness, talent strategy, workforce planning, succession planning, organizational design, change leadership, and employee engagement. - Strong business acumen, analytical capability, executive presence, and judgment, with the ability to influence across all levels of an organization. - Demonstrated experience leading and developing senior Human Resources professionals and working effectively across Centers of Excellence. - Experience using workforce and talent data to inform decision-making and evaluate the effectiveness of People strategies and investments. - Experience in a consumer-facing, CPG, beverage/alcohol, or similarly complex multinational environment strongly preferred. - Ability to work in a hybrid environment with a minimum of three days in the office each week and travel approximately 25 percent based on business needs, including regular time in market. Note: The last bullet about hybrid environment could be considered schedule, but it's in Required Qualifications. We'll keep it there maybe, but also schedule section later. Now Benefits: From "What’s in it for me?" paragraph: - Being part of an inclusive and diverse company where professional development and internal career mobility is front-and-center to our talent strategy. This means your career at Pernod Ricard has many possibilities. - You'll be part of a culture that celebrates the rich diversity of our people across the globe and be part of our long-standing commitment to making exceptional products, giving back to our communities, and honoring our responsibility to preserve the environment. Later: "We offer a flexible work policy, with most of our positions offering a a hybrid option with flexibility to work remotely 2 days a week. As a global employer, we understand that not everyone’s working hours are the same, and we empower our employees to work the hours that make the most sense for them and their team’s schedules. We offer employees great benefits and perks to toast to a life filled with support. Check out PRUSABenefits.com for details." Thus benefits include inclusive culture, professional development, internal mobility, diversity celebration, commitment to products, community, environment, flexible work policy, hybrid option, remote 2 days a week, empower hours, great benefits and perks, link to benefits site. We'll capture as bullet list. Pay: - Salary range for this role, based in New York, is $226,600.00 to $283,200.00. - The range may vary if the role outside of this location. - Base salaries are determined during our interview process, by assessing a candidate’s experience, skills against internal peers and against the scope and responsibilities of the position. Schedule: - Flexible work policy, hybrid option with flexibility to work remotely 2 days a week. - Empower employees to work the hours that make the most sense for them and their team’s schedules. - Ability to work in a hybrid environment with a minimum of three days in the office each week and travel approximately 25 percent based on business needs, including regular time in market. (This appears also in qualifications but we can include in schedule.) We should avoid duplication but preserve all info. Might be okay to mention both. Now we need to output HTML fragment only. Structure:

  About the role

  ...combined company description and job summary...

  Responsibilities

  • ...
  ...