Human Resources Director - Beverage and Latin America Division

Graphic Packaging Careers•Sandy Springs, GA

2d•Hybrid

About The Position

The HR Director supporting the Beverage and Latin America business is a strategic business partner, leadership coach and trusted advisor to the Beverage/LATAM Vice President/General Manager and his senior operations team. This role will provide a partnership to Beverage/LATAM to help in proactively translating the group's business needs into HR solutions that best support its operational and people objectives. This role will have a strong focus in developing talent and workforce plans, advising on organizational development, culture, employee relations opportunities, and proactively addressing all human capital needs. This position reports to Graphic Packaging’s Vice President of HR for the Americas and leads a staff of HR Business Partners in the US, Mexico and Brazil.

Requirements

Bachelor’s degree in Human Resources or a related field required, a Master’s degree in business, psychology, or related field preferred.
10+ years of experience directly supporting leaders and distributed workforces.
At least 5 years in having HR Leadership responsibility across multiple operations, within a field-based environment. Experience in manufacturing or distribution environments is a strong plus.
At least 5 years of people leadership experience, specifically in the coaching, mentorship and grooming of HR professionals. Proven track record to develop HR Business Partners.
Strong Proficiency in HR Practice Areas: Talent Management, Compensation, Human capital management, employment laws
Proficiency in Organization Effectiveness Practice Areas: Integrated Talent Strategies Development/Implementation, Change Planning/Management, Capability Development, Human Capital Management, Organization Design, Performance Management/Culture Change, and Team Effectiveness.
Proficiency in consulting, coaching, strategic solution development, facilitation and design.
Strong data and analytical skills, with the ability to extrapolate, manage and break down data and information into bite size chunks. Ability to tell the story behind the data is required.
Ability prioritize multiple projects and strategies simultaneously.
Ability to manage diverse and multiple stakeholders.
Strong listening skills and appreciation for alternative points of view.
Adaptability and open to change is essential. Understanding when alternative solutions need to be provided, or changes to existing programs/policies is an absolute must. The willingness to be flexible is critical to success.
Demonstrates an inclusive leadership style with an emphasis on results and developing high performing team members
Proven track record of influencing, leading, and facilitating large scale strategic initiatives with multiple senior stakeholders (Leadership Team and Business Leadership Sponsors)
Excellent communication, interpersonal and collaborative skills (including presentation skills) across levels, with an ability to persuade and influence, and the ability to build enthusiasm and commitment
Ability to develop insightful, value-added, and actionable analyses with detailed explanations regarding drivers of those results; produce unambiguous, comprehensive, and accurate interpretation.
Goal-oriented, proactive, accountable, and passionate about driving results.
Not afraid to engage in healthy conflict.
Business acumen / Financial Acumen
Relationship building
Excellent verbal and written communication skills; able to present clean, organized, and thorough information and data appropriate for intended audience
Strong attention to detail and follow-up skills with ability to identify and resolve problems.

Nice To Haves

Conversant in Spanish is preferred.

Responsibilities

Partners with the operations leadership to build strategies that will engage people in delivering on organization objectives; recognizes and provides insights on business trends, barriers and opportunities that may impact the business.
Acts as coach and trusted business advisor to influence operational leaders in the areas of leadership, organization effectiveness, change, building capability, and the implications of short and long-term decisions and strategies.
Leads development and execution of positive employee relations and culture building including, workforce development and retention strategic plans, engagement and org health assessments, and identifying proactive solutions to address possible employee relations and culture opportunities
Partners closely with HR CoE’s on developing and driving integrated talent management, development, compensation, and performance management strategies to build internal and external talent pipelines, ensuring a sustainable bench of growing and ready now talent for key positions throughout the Beverage/LATAM Division.
Ensures basic HR processes, plans, programs, and tools are in place and effectively utilized (compensation, employee relations, staffing, performance management, etc.). Applies and tracks key performance metrics to ensure the effectiveness of HR services effectively support achievement of business strategy and goals.
Builds capability of HR Business Partners and field HR Team to deliver client support related to the delivery of HR programs and services leveraging HR trends and technology; Builds and deploys change and implementation plans that ensure transfer of capability, sustainability of HR processes, programs, systems, and tools
Support a performance-driven culture through the development and implementation of consistent performance management coaching practices
Consult with and mentor leaders on employee relations issues; ensure that appropriate corrective actions are consistently administered and provide leadership for all employee relations to assess, investigate, mediate, and correct issues.
Actively engage and collaborate with the Americas HR Leadership Team to help determine proactive enterprise-wide strategic priorities and drive positive business results.
Proactively partner and collaborate across the HR organization, share information, and provide thought leadership and a solution-oriented mindset to optimize the business value of the HR function.
Constantly evaluates HR team on performance and outcomes, and drive accountability to perform to necessary results.