Vice President, Human Resources - Americas

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Job Description

Nidec is seeking an accomplished and globally minded HR executive to serve as Vice President, Human Resources – Americas Region.

This role serves as the senior Human Resources leader for the Americas Regional Headquarters (RHQ), providing leadership, governance, operational oversight, and organizational direction across the United States, Canada, Mexico, Brazil, and other regional operations as the Americas footprint continues to evolve.

Operating within Nidec's global RHQ model, this position serves as the critical link between Global HR, Regional Headquarters leadership, business units, country organizations, and HR Centers of Excellence. The Vice President is responsible for ensuring the consistent execution of global HR standards, regional governance, compliance frameworks, workforce administration, talent processes, and HR operational excellence across the Americas.

This executive will play a pivotal role in advancing the One Nidec operating model by strengthening regional governance, improving organizational capability, supporting transformation initiatives, and ensuring alignment between global strategy and local execution across a highly matrixed, multinational environment supporting approximately 15,000–20,000 employees.

The successful candidate will bring deep experience leading large-scale, multi-country HR organizations and will possess the ability to influence across complex reporting structures, build strong partnerships with executive leadership, and drive operational excellence through governance, execution, and organizational leadership.

• HR leadership responsibility across the Americas Region.
• Provides oversight of regional HR governance, compliance, workforce administration, HR operations, labor relations, and organizational effectiveness activities.
• Scope includes employees across multiple countries, legal entities, and business operations.
• Partners with global HR Centers of Excellence, country HR leaders, business executives, and RHQ leadership teams.
• Leads a geographically dispersed HR organization serving manufacturing, industrial, engineering, commercial, and corporate populations.

• Serve as the senior HR leader for the Americas Region, ensuring consistent execution of global HR priorities and regional governance standards.
• Partner closely with the Regional HR Leader, Americas RHQ President, country leadership teams, and business executives to support organizational performance and workforce effectiveness.
• Establish regional HR priorities, governance practices, service expectations, and operating rhythms aligned with global HR strategy.
• Promote One Nidec principles and drive consistency across countries, legal entities, and operating companies throughout the region.
• Provide executive leadership and direction for regional HR resources, ensuring effective execution and organizational alignment.

• Translate global HR strategy, executive direction, and RHQ priorities into executable operating plans and governance frameworks.
• Drive consistency in HR administration, compliance, workforce processes, service delivery, and organizational practices throughout the Americas.
• Strengthen and mature the Regional Headquarters HR operating model to improve scalability, accountability, and organizational effectiveness.
• Clarify and reinforce role boundaries, decision rights, and accountability between Global HR, RHQ HR, business HR teams, country HR organizations, and Centers of Excellence.
• Drive regional alignment and execution across a highly matrixed operating environment.

• Provide regional oversight for HR operations, workforce administration, payroll governance, benefits administration, mobility programs, labor relations, and employee lifecycle activities.
• Ensure compliance with employment laws, labor regulations, governance standards, and company policies across all countries within the region.
• Establish regional controls, escalation protocols, documentation standards, and audit readiness practices.
• Partner with Legal, Compliance, Internal Audit, Finance, and other RHQ functions to identify, mitigate, and address organizational risk.
• Ensure operational execution supports both local legal requirements and global HR expectations.

• Partner with business leaders, HR Business Partners, country HR teams, and RHQ leadership to support regional execution of workforce strategies and organizational priorities.
• Provide guidance and oversight for organizational changes, restructurings, workforce planning initiatives, acquisitions, integrations, and transformation projects.
• Serve as a senior escalation point for complex labor relations matters, compliance concerns, employee issues, leadership challenges, and organizational risks.
• Facilitate resolution of cross-functional and cross-country issues impacting workforce effectiveness, compliance, service delivery, or governance.
• Provide executive leaders with timely insights, recommendations, workforce analysis, and risk assessments.

• Oversee execution of regional talent management, succession planning, leadership development, recruiting, performance management, and workforce planning processes.
• Ensure consistent implementation of global talent programs while addressing regional business needs.
• Develop HR leadership capability throughout the region and strengthen organizational succession depth.
• Build scalable HR capability to support future growth, operating model evolution, acquisitions, and regional expansion.
• Champion a culture of accountability, engagement, continuous improvement, and leadership development.

• Ensure Workday, payroll, workforce data, and reporting processes support effective governance, decision-making, and organizational transparency.
• Develop and leverage regional dashboards, KPIs, and workforce analytics to identify trends, risks, and opportunities.
• Drive improvements in HR data quality, reporting accuracy, workforce visibility, and operational insight.
• Utilize analytics and operational data to support executive decision-making and organizational planning.

• Partner with global HR leadership, Centers of Excellence, and peer regional HR leaders to drive consistency and best-practice sharing.
• Contribute to global HR transformation initiatives and organizational effectiveness programs.
• Support implementation of enterprise-wide HR systems, programs, processes, and organizational changes.
• Represent the Americas region within global HR governance discussions and strategic initiatives.
• Build strong partnerships across countries, cultures, and functional areas to support alignment and organizational success.

• Bachelor's degree in Human Resources, Business Administration, Labor Relations, Industrial Relations, Law, or a related field.
• 15+ years of progressive HR leadership experience within complex manufacturing, industrial, engineering, or multinational organizations.
• Significant experience leading HR organizations across multiple countries within the Americas region.
• Demonstrated success operating within matrixed organizations, shared-services environments, Regional Headquarters structures, or Center of Excellence operating models.
• Experience supporting large-scale employee populations, ideally exceeding 15,000 employees across multiple countries or business units.
• Deep knowledge of HR operations, labor relations, organizational effectiveness, workforce administration, compliance, and governance.
• Experience leading operating model transformation, organizational change, regional standardization, or HR functional evolution initiatives.
• Strong financial, operational, and business acumen.
• Exceptional executive communication, stakeholder management, and leadership skills.
• Ability to travel throughout the Americas region and internationally as business needs require.

• Master's degree in Human Resources, Business Administration, Organizational Development, Labor Relations, or a related discipline.
• Experience working within global organizations headquartered outside the United States.
• Experience partnering with Japanese business cultures, leadership teams, and governance structures.
• Experience supporting both union and non-union manufacturing environments.
• Fluency in Spanish strongly preferred.
• Portuguese language capability is a plus.
• Experience supporting operations within Mexico, Brazil, and broader Latin America strongly preferred.

• Ability to balance governance, operational discipline, and business partnership.
• Executive presence and credibility with senior leadership teams.
• Experience leading through influence across complex matrixed organizations.
• Strong judgment, escalation discipline, and problem-solving capabilities.
• Ability to establish accountability while fostering collaboration and partnership.
• Comfort operating in complex, multinational, and multicultural business environments.
• Commitment to continuous improvement, organizational effectiveness, and One Nidec principles.
• Ability to translate strategy into scalable, executable solutions.

• Global HR standards, governance frameworks, and regional priorities are consistently executed across the Americas.
• HR operations are scalable, compliant, efficient, and aligned with both global and regional expectations.
• Regional leadership teams receive timely workforce insights, operational support, and risk visibility.
• Talent, organizational, and workforce initiatives support sustainable business growth and operational performance.
• Compliance, employment, labor, and workforce risks are proactively identified, escalated, and effectively managed.
• Strong partnerships exist between Global HR, RHQ leadership, country HR teams, business leaders, and Centers of Excellence.
• The Americas HR organization is recognized as a trusted partner and effective steward of One Nidec governance, culture, and operational excellence.

Nidec will not accept unsolicited resumes from individual recruiters or third party recruiting agencies in response to Nidec job postings. No fee will be paid to third parties who submit unsolicited candidates directly to our hiring managers. Pre-approval from the Nidec Talent Acquisition team is required before any external candidate can be submitted and such candidate must be submitted to the Nidec Talent Acquisition team.