Head of Human Resources — Americas

Trend Micro, a global cybersecurity leader, helps make the world safe for exchanging digital information across enterprises, governments, and consumers.

Fueled by decades of security expertise, global threat research, and continuous innovation, Trend harnesses AI to protect organizations and individuals across clouds, networks, devices, and endpoints.

The Trend Vision One™ enterprise cybersecurity platform accelerates proactive security outcomes by predicting and preventing threats across the entire digital estate and environments like AWS, Google, Microsoft, and NVIDIA.

Proactive security starts here.  TrendMicro.com

About the Role:

This is not your textbook HR job.

We're looking for an HR leader who is done with HR for HR's sake — someone who believes the people function exists to make the business faster, stronger, and more human at the same time. You will own the people agenda across the Americas, partnering directly with business leaders to ensure talent strategy isn't a support function — it's a competitive advantage.

You'll report into our CHRO based in Taiwan, which means you're comfortable operating with autonomy, bridging cultural contexts, and showing up as a true peer to the business rather than a gatekeeper of process.

If you've ever looked at a legacy HR practice and thought "why are we still doing it this way?" — and then actually changed it — keep reading.

What You'll Do

Reimagine How HR Works:

• Challenge inherited HR processes and rebuild them around what the business actually needs today, not what the textbook prescribed 20 years ago

• Create new ways of working that are lean, human-centered, and built for speed

• Be willing to break things that aren't working — and take ownership of what you build in their place

Be a True Business Partner:

• Sit in business conversations, understand P&L drivers, and translate business goals into talent strategy that actually moves the needle

• Advise senior leaders not just on people matters, but on organizational design, team effectiveness, and how to build the capabilities the business needs to win

• Earn your seat at the table through business acumen, not just HR expertise

Build and Develop Great Talent:

• Champion a culture of growth — create development pathways that help people become the best version of themselves professionally and personally

• Build succession pipelines that are intentional, honest, and forward-looking

• Coach leaders on how to lead, not just manage

Own Employer Brand and Culture:

• Develop an employer brand across the Americas that is authentic, compelling, and reflects who you actually are as a company — not who you wish you were

• Foster a culture that believes in working hard, playing hard, and showing up as a full human being

• Balance high performance with genuine care for people's lives inside and outside of work

Lead with AI and Innovation:

• Actively explore and adopt AI tools that make HR smarter, faster, and more personalized

• Encourage the team to experiment, iterate, and let go of what doesn't work

• Stay ahead of how the future of work is evolving and bring that perspective into every people decision

Who You Are:

• You think like a businessperson who specializes in people — not the other way around

• You're AI-literate and genuinely curious about how technology can make work better, not just more efficient

• You lead with empathy but make decisions with clarity and conviction

• You're equally comfortable in a board room and a one-on-one with a struggling employee

• You've worked across cultures and understand that leading across geographies — including a reporting line into Asia — requires cultural intelligence, not just cultural awareness

• You can hold the tension between structure and creativity — you know when to build a process and when to burn one down

• You believe employer brand isn't a marketing exercise — it's a reflection of the lived employee experience

• You're energized by ambiguity and see it as an invitation to create, not a reason to wait

What You Bring:

• 12+ years of progressive HR experience, with at least 5 years in a senior leadership role at a technology or high-growth company

• Demonstrated experience redesigning HR functions or programs from the ground up