HR Business Partner VI (HR05P6)

Job Summary:

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 a Sr. Strategic Talent Leader, 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.
 

Job Summary:

1. 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.
2. 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. 
3. 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. 
4. 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. 
5. 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.
6. 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.
7. 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 on regional based projects, as needed. 

Successful Outcomes:

• Develop a 3-year strategic, performance-based commercial sales roadmap for ANZ aligned with APAC’s regional growth goals set forth by the regional President and in side-step with the Sr. Strategic Talent Leader over APAC. Outcomes will be deployed by:
  • Maintaining the upmost confidentiality, while building commercial business acumen to establishing trust among leaders.
  • Intentionally and respectfully challenge VP of Commercial, ANZ by asking thought provoking questions that drive behavioral changes for him and his 8 person, in-country leadership team. 
  • Support the development of new leaders through succession planning and be highly engaged in integrating new talent into the commercial organization with anticipation of retirements. 
  • Empower themselves and others to bring new ideas to support retention, engagement, and development that will continue to close the gap on skills and inefficiencies that directly impact commercial revenue growth. 
     

Additional Key Responsibilities:

• 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.  

  • Provide high-level input an escalated matters as needed to local HR Operations team on activities including employee relations, union/workers council relations, employee terminations, exit survey data, etc.

  • Partner with APAC talent acquisition and local HR Operations to advise on talent pools for the future. Provide insights into organizational changes to pipeline for future talent needs or new role capabilities to ensure we are assessing and hiring the right talent. 

• 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.

  • 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. 
   

Competencies to Flex:

• 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. 
• 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.