Sealed Air Corporation

Reporting to the Executive Director, Global Talent Leader, your role will be in lockstep partnership to support business leaders within SEE's Corporate and Global Functions to include Legal, Finance, IT, Digital, Innovation & Development, Mergers & Acquisitions, Global Portfolio and Revenue Operations, supporting over 1,450+ employees across the enterprise.. People Analytics: Partner with Talent Operations, HR Technology, Total Rewards, etc.. Experience in a strategic talent advisor role as an HR Business Partner or strategic Talent consultant within Organizational Effectiveness, Talent Acquisition, Learning & Development and/or Performance Management within a large manufacturing company, preferably in organizations undergoing significant transformation in a matrixed, global environment.. Proficiency in utilizing HR analytics and HR systems to gather and interpret data for informed decision-making; experience in an HRIS system such as SuccessFactors a plus.. Experience in implementing HR analytics for decision-making.

hr partner

SEE designs and delivers packaging solutions that protect essential goods transported worldwide, preserve food, enable e-commerce and digital connectivity, and help create a global supply chain that is touchless, safer, less wasteful, and more resilient.   Our people are entrepreneurial innovators and problem solvers committed to bringing unique insights and solutions to the needs of our customers, stakeholders, and society. At SEE, we are creating a community of inventors, problem solvers, and future makers who are passionate about fulfilling our purpose.   SEE generated $5.3 billion in revenue in 2022 and has approximately 16,300 employees who serve customers in 120 countries/territories. To learn more, visit www.sealedair.com . Long Description As a key member of SEE’s Talent Team, the Talent Leader will play a crucial role in aligning talent strategies with business objectives through proactive planning for today, and future needs aligned with organizational growth by pressing talent opportunities and challenges to build a workforce for tomorrow.    Reporting to the Executive Director, Global Talent Leader, your role will be in lockstep partnership to support business leaders within SEE's Corporate and Global Functions to include Legal, Finance, IT, Digital, Innovation & Development, Mergers & Acquisitions, Global Portfolio and Revenue Operations, supporting over 1,450+ employees across the enterprise.    You will play a pivotal role in developing and implementing People initiatives that align with the company’s strategies, priorities, and values, while ensuring an engaged, productive and diverse workforce. Heavy lifting in organizational design, leadership development, succession and change management around shifting transactional service delivery to strategic business partnership through ownership, accountability and data driven mindset is critical to the business transformation to drive a performance-based culture across these functions.    SEE’s ideal Talent Leader will have a background in a fast-paced, agile, transformational environment with touchpoints across talent management and cultural, change management experience. In addition, they will have a proven track record of driving results through ownership and leader influence that produce talent outcomes that significantly impact the business…Sound like you? Then read on!   Through this multi-year transformation, you will work with leaders through consultation on new capabilities (skills, behaviors, delivery models, structures, and functions) with a focus on critical talent and developing a leadership readiness pipeline aligned to our business initiatives. As a business partner, you will be embedded into the business and establish yourself as a consultative advisor, providing guidance, and recommendations on a multitude of key business topics related to engagement, learning, performance management, career development, leadership coaching and organizational design. How You Will Impact?   Long Description Strategic Partnership: Collaborate closely with functional and/or regional leaders to understand business strategies, providing talent and People insights and solutions that align with organizational goals. Organizational Design: Aligned with the Sr. Strategic Talent Leader within the vision of XLT, lead and contribute to the design and implementation of organizational structures that support business objectives and foster agility. Succession Planning: Develop and execute comprehensive succession planning strategies to ensure a pipeline of top talent for critical roles. Gap analysis within supporting organizations (current vs. future) needs specific to building, and sustaining leadership succession with the right behaviors, competencies, and capabilities to deliver on the business agenda.  Performance Management: Oversee the design and implementation of performance management processes, ensuring alignment with organizational goals and driving a culture of continuous improvement. Work in harmony with Sr. Strategic Talent Leader and Talent COE to align talent management processes and programs to the most critical talent gaps needed to address within your scope.  Identify and recommend opportunities to close gaps that proactively pace the business to develop or attract talent for the future.  Cultural Change Agent: Drive cultural change initiatives, working to embed a caring, high-performance, growth mindset at the leadership level with intentional action driven strategies to cascade downstream. Cultivate adoption strategies of new values, and behaviors that support ownership, accountability, innovation and belonging. Change Management: Lead and support change management efforts, guiding teams through transitions and ensuring a smooth adaptation to new processes and structures. Partner with leaders to set expectations based on gaps to close and provide recommendations, and set cadence with leaders to monitor, review and amend approach based on progress.   Long Description Employee Engagement: Leverage COE (Total Rewards, Talent, Culture & DE&I) on existing strategies, and offerings to support retention, motivation, development, attrition, and inclusion.  Partner with COE leaders to translate data points to meaningful business actions to advance business performance. Hands on development, execution, and implementation of program enhancements. Input on new offerings that align with trends and future outcomes your business leader, and their teams, will be accountable for delivering against. Bring actionable solutions to leaders that address their organizations employee engagement and belonging deficits.  Use metric driven KPI’s to track progress to closing the gap and aligning the impact to business results.  People Analytics: Partner with Talent Operations, HR Technology, Total Rewards, etc. to request, and analyze data that is critical to measuring the effectiveness of actions to outcomes within the talent programs being deployed. Preemptively identify trends and provide data-driven recommendations for improvement. Collaboration: Work collaboratively with global Talent Leaders and cross-functional teams to ensure HR initiatives are integrated into overall business strategies. Continue best practice on talent mobility as it relates to building and borrowing within org design across the globe. Discuss talent availability within HiPo and stretch assignments outside of function/region for growth and critical talent retention.   Talent/HR Projects: Lead and contribute to a variety of process, program and efficiency projects and initiatives aimed at enhancing overall organizational effectiveness through the entire HR delivery model within all employee touchpoints related to end-to-end talent management strategies.    Long Description Additional Key Responsibilities:   Contribute to the strategic direction of assigned region/business functions, conducting diagnostic work, and developing creative solutions to ensure effective team resourcing. Develop data-driven plans for future growth, ensuring alignment of People strategies with company policies, and spearheading specific projects, including organizational and structure changes. Utilize People metrics regularly to identify organizational gaps, plan initiatives, and assess the effectiveness of projects on a strategic cadence based on initiative prioritization.  Analyze and track performance improvement plans to output that correlate to desired outcomes; address within the moment coaching and solutioning.  Understand and speak financially business leaders within headcount and costing models within their organizations including monthly follow-up, headcount reviews, AOP planning and collaboration with leadership stakeholders on key blueprint initiatives. Identify key projects, relevant stakeholders, leadership sponsors and direct COE project delivery teams to tackle and scale talent initiatives. Manage the project scope from conception to implementation for timelines, resources, and functional delivery within each project. Provide direction support, coaching and training to leadership to deliver the People strategy & development planning to their organization. Manage succession planning ensuring linkage to programs, learnings and projects and exposure align to close the gap based on readiness planning. Ensure a performance management culture is in place and an accurate, robust and credible talent plan is in place monitored to support and inform development activity; more than just end-of-year cycle conversations.  Support escalated ER issues on an as needed basis within direction of Sr. Strategic Talent Leader to risk mitigate for People Experience teams. Implement and contribute to continual improvement and innovation ensuring Talent Leaders are recognized for developing and delivering forward thinking, solution driven recommendations that directly address business priorities and Talent KPI’s.    Long Description Competencies to Flex:   Drive: Organized and efficient self-starter who is passionate about project management and has a strong ability to effectively prioritize tasks with extreme detail within a fast paced, dynamic environment.  Strong Communicator: Versatility in communicating within different styles and cultures in a global organization. Understands how to navigate cross-functional partnerships through effective stakeholder management.  Agility: Pivots quickly and embraces innovative ideas. Is comfortable with iterative ways of working. Can effectively manage multiple projects and deadlines simultaneously.  Business Partnering: Partners at all levels of the business as an approachable collaborator with confidence and assertiveness.  Critical Thinking: Questions status quo and knows when to escalate. Pushes leaders and mangers to think through end-to-end impact ensuring the right actions/approaches are deployed based on the outcomes they want to achieve. Problem Solver: Pushes beyond the noise and issues of the past and drives forward thinking solutions. Ability to recognize needs, anticipate issues, and develop solutions using strong analytical, business knowledge, and financial acumen. Collaboration and Strategic Influence: Proven ability to influence and build relationships with senior leaders, key stakeholders, and cross-functional teams to drive Talent and People initiatives and achieve business outcomes at all levels of the organization.   Qualifications Critical Capabilities Needed to Impact: Bachelor's degree in Human Resources, Business Administration, Psychology, Sociology, Adult Learning or another field. Master's degree or HR certification is a plus.   Experience in a strategic talent advisor role as an HR Business Partner or strategic Talent consultant within Organizational Effectiveness, Talent Acquisition, Learning & Development and/or Performance Management  within a large manufacturing company, preferably in organizations undergoing significant transformation in a matrixed, global environment.  Strong expertise in organizational design, succession planning, performance management, talent acquisition, employee engagement and cultural change. Proficiency in utilizing HR analytics and HR systems to gather and interpret data for informed decision-making; experience in an HRIS system such as SuccessFactors a plus. Experience within dashboard management within visualization tools such a PowerBI or Tablo a plus.  Experience in implementing HR analytics for decision-making. Ability to thrive in a fast-paced, transformational culture. Proven ability to identify, nurture, and retain top talent, ensuring a robust and diverse pipeline is being nurtured.  Proven track record in building, implementing, and improving people programs, including performance reviews, talent development, and succession planning; familiarity with 9-box is a plus.  Strong influencer, capable of challenging leadership on new cultural norms with political tact.  Highly data and results-focused, with meticulous attention to detail. Tenacious and resilient, able to see projects through in a climate of ambiguity and change. Excellent team player, skilled in developing strong relationships with colleagues and peers; ability to assert themselves as a trusted advisor and gain credibility quickly.  Leads by example, embodying a forward-thinking attitude that embraces wins and failures and two-way communication in a transparent, candid and non-judgmental environment.  Capable of coaching and providing candid feedback; specific to Sr. and management level leaders.  Ability to develop a solid understanding of organizational requirements and to develop strategies and solutions to drive business performance. Requisition id: 46371  Relocation: No     The Company is committed to providing equal employment opportunities to all applicants for employment and to all employees, without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, protected disability, veteran status, or any other protected status in accordance with applicable federal, state or local laws.   *Please be cautious of fraudulent recruiting efforts using the SEE name or logo. SEE will never request private information during the application process, such as a Driver's License or Social Security Number. If you have any concerns about information received from SEE during the application process, please reach out to us directly at globalta@sealedair.com.  LINK1   MON1

START NEW SEARCH