Director, Talent Leader (HRBP) & People Experience - Australia and New Zealand

About the Role

As a key member of SEE’s People Team, the Director, Talent Leader & People Experience for ANZ 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, Global HR you will be the strategic advisor for APAC’s largest commercial revenue generating market and will manage the HR operations activities in the region. 

You will play a pivotal role in developing, and implementing, People initiatives for ANZ that align with the company’s strategies, priorities, and values, while ensuring an engaged, productive and diverse workforce, while managing the day-to-day people related activities across the different functions in the region.

SEE’s ideal 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.

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 across ANZ supporting and advising on all tactical aspects of the HR function, including but not limited to: Total Rewards (compensation, benefits); Talent Acquisition (recruiting, new hire on-boarding, orientation), Talent Management (performance management & development), Learning & Organizational Capability (performance management, training delivery & design), Diversity & Inclusion programs coordination, HRIS deployment, government & legislative compliance, employee relations, termination management, and employee engagement and good will initiatives.
 

How Would You Impact?

• 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.
• Succession Planning: Own the talent review and performance process for ANZ Commercial.   Leverage COE processes, programs and toolkits around performance management and apply them to people driven talent management strategies for leadership succession 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. 
  • 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. 
• 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.
• Change Management: Lead and support change management efforts, guiding teams through transitions and ensuring a smooth adaptation to new processes and structures.
• Employee Engagement: Leverage COE (Total Rewards, Talent, Culture & DE&I) on existing strategies, and offerings to support retention, motivation, development, attrition, and inclusion. 
• HR Consultancy: Partner with country-based HR Operations team on best practices to integrate and deploy HR strategies within their respective countries that result in the improvement of people and business performance based on programs delivered from SEE’s HR Global Center of Excellence.  
• 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 within a global company framework.
   

About The Person

• HR Versatility: Strong understanding of country laws and regulations to be a strategic advisor for employee relations -> risk mitigation and legal consultation. 
• Business Partnering: Partner at all levels of the business as an approachable leader with confidence and assertiveness. 
• Ability to influence: Trusted advisor to drive open-dialogue and align business-unit or functional leader to create an operating model that hits business objectives within a cost conscious environment.
• Strategic Mindset: Operate outside of the tactics and focus on long-term talent strategies aligned with business goals.
• Critical Thinking: Questions status quo and pushes leaders to think through end-to-end impact ensuring the right actions/approaches are deployed based on the outcomes they want to achieve.
• Problem Solver: Push beyond the noise and the issues of the past and drive forward thinking solutions. 
• Collaboration: Understands the importance of partnering and holding other teams accountable to deliver the results needed to the business without sacrificing quality.  
• Financial and Business Acumen: Deeply seeded into how the functions/business units impact the business strategy. 
• Data and Analytics: Decision making based on meaningful and impactful data that is distilled down so leaders understand how organizational changes.
• Results Driven: Hold themselves and leaders accountable for the transformational work being delivered and addressing the business problems.

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. If no degree, at least 15+ years in a global manufacturing company driving relevant outcomes. 
• 10+ years in a strategic talent advisor role as an HR Business Partner within a large manufacturing company, preferably in organizations undergoing significant transformation in a matrixed, global environment. 
• 4+ years supporting a commercial president or VP level; strong understanding of sales processes and sales incentive planning. 
• Experience with HR Operations in an executionary or advisement role – strong understanding of local ANZ regulations to serve as a consultative risk mitigator. 
• Experience managing HR Operations teams; global matrixed structure preferred. 
• 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 as 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, grow 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. 
• Highly data and results-focused, with meticulous attention to detail.
• Excellent team player, skilled in developing strong relationships with colleagues and peers; ability to assert themselves as a trusted advisor and gain credibility quickly. 
• Capable of coaching and providing candid feedback; specific to VP and management level leaders. 
• Ability to develop a solid understanding of organizational requirements and to develop strategies and solutions to drive business performance.

A detailed Position Description is Available.