HR Business Partner Vi

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.
SEE strives to foster a caring, high-performance growth culture that will deliver consistent, sustainable profitable growth and accelerate our performance - a culture where accountability is clear and aligned, and where we reward business outcomes and impact. Our culture guides everything we do - how we partner with our customers and suppliers, attract and retain top talent, and create value for our stakeholders.
As a key member of SEE’s Talent Team, the Executive Director, Talent Leader for ANZ Commercial 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 VP, Head of Global Talent Programs and Business Partnership with a dotted line to the President, APAC, you will be the strategic advisor for APAC’s largest commercial revenue generating market. You will play a pivotal role in developing, and implementing, People initiatives for ANZ Commercial that align with the company’s strategies, priorities, and values, while ensuring an engaged, productive and diverse workforce.

SEE’s ideal Sr. Talent Leader will have a background in a fast-paced, agile, transformational environment with touchpoints across talent management, cultural and 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

Supporting the VP, Commercial for ANZ, as the most senior HR leader within country, you will be embedded into the 85+ commercial organization with a focus on preparing an aging workforce for the future with 50+% retirement within the next five years. Heavy workforce planning, organizational design and talent development are key areas of focus to ensure the commercial VP is building the right model, at the right pace with the right people that is sustainable for the future. Consulting 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 is a primary focus.

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.

You will also have leadership accountability of HR Operations direct reports for ANZ and will advise on escalated matters for compliance, investigations, labor relations, regional regulations, recruiting, terminations, etc. Job Summary:
**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**: Work with ANZ Commercial Leader to identify a sales operating model with focus on strategic account maturity to grow the Food vertical. Lead the design and implementation of organizational structures that support business objectives and foster agility.
Ensure SEE has the talent needed to achieve our strategic objectives by remaining competitive in the marketplace through external insights, market trend data and business climate projections to drive insightful conversations that push leaders to think broader on their organizational structure.
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.
Continue best practice on talent mobility as it relates to build, buy, borrow strategy within org design across the globe to prepare future leaders. Discuss talent availability within HIPO, stretch assignments and track developmental growth based on performance driven action plans. Monitor and consult on progress of pace to readiness plan.
**Performance Management**: Own, facilitate and monitor the performance management processes within ANZ, ensuring alignment with organizational goals and driving a culture of continuous improvement.
Work in harmony with Sr. Strategic Talent Leader in APAC 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.