Sr. Director, HRBP - Finance & Global Shared Services

Ball•Westminster, CO

1d•Hybrid

About The Position

This position will be posted for a minimum of 3 days and will remain open until filled or adjusted based on the volume of applicants. Further your career at Ball, a world leader in manufacturing sustainable aluminum packaging. Achieve extraordinary things when you join our team, and make a difference in your professional development, the community, and around the globe! Ball is thrilled to receive Newsweek's 2023 Top 100 Global Most Loved Workplace award! As a sustainable product leader, we have over 16,000 global team members. From endlessly recyclable aluminum cans, and cups, to aerosol bottles, our goal is to contribute to a better community, society, and world. Primary Purpose of this Position: This role is the primary HR partner for the Corporate functions; Finance & GSS. The role provides consultative guidance and support to drive talent management, organizational development, and workforce planning initiatives in support of the Global People Ambition. The role will report directly into the CHRO to ensure alignment with global HR processes and matrixed to the functional leaders to ensure prioritization of function goals. The role also serves as a member of the Human Resources Leadership Team (HRLT) and the Function Leadership Team (FLT).

Requirements

Minimum of a High School Diploma or equivalent education with a preference towards a Bachelor’s or Master’s Degree
Minimum of 10 years’ experience with progressive executive level HR partnership on long-term, strategic talent initiatives within diverse organizational contexts
International HR Management: In-depth Knowledge of International Labor Laws and Regulations: Understanding and complying with labor laws in different countries and regions, considering the legal and cultural nuances.
Effective Execution of HR Strategies: This involves translating strategic HR plans into actionable and measurable initiatives. The role requires the ability to break down overarching HR strategies into specific projects and programs that align with the company's broader objectives. This includes deploying resources efficiently, setting realistic timelines, and ensuring that initiatives such as talent acquisition, employee development, performance management, and employee engagement are effectively executed. A key aspect of this is to ensure that these initiatives are not only implemented but are also sustainable and adaptable to evolving business needs and workforce dynamics.
Measurement and Continuous Improvement: An essential part of strategy implementation is the ability to measure its success and impact. This involves establishing relevant metrics and Key Performance Indicators (KPIs) to track the effectiveness of HR initiatives. Regular assessment of these metrics allows for data-driven insights into the performance of HR strategies, helping to identify areas for improvement. Additionally, this role should encompass the flexibility to refine and adjust strategies in response to changing organizational needs, employee feedback, market trends, and business outcomes. This continuous cycle of implementation, measurement, and improvement ensures that HR strategies remain aligned with the organization's goals and adapt to the changing business landscape.
Cultural Competence in HR Practices: Recognizing and respecting cultural differences in the workplace, and applying this understanding to HR practices.
International Employee Relations: Managing employee relations across diverse cultural contexts, including conflict resolution, communication, and employee engagement.
International Employment Law: Understanding of various international employment laws, compliance requirements, and ethical considerations in different jurisdictions.
Succession Planning and Leadership Development: Planning for future leadership needs in various regions, ensuring a pipeline of talent capable of meeting global business challenges.
Cross-Cultural Leadership and Communication: Ability to lead and communicate effectively across different cultures, languages, and business environments. This includes being culturally sensitive and adaptable.
Project Management: Proficiency in managing large-scale projects and understanding how to align them with broader change initiatives. This includes budgeting, scheduling, resource allocation, and risk management.
Problem-Solving and Decision-Making: Proficiency in making strategic decisions based on complex, global information and solving multifaceted problems that may vary across regions.
Stakeholder Management: Skilled in identifying and managing a diverse range of stakeholders, understanding their needs, and managing their expectations throughout the change process.
Empathy and Emotional Intelligence: High emotional intelligence to understand and respond to the needs and concerns of a diverse global workforce.
Adaptability and Resilience: The capacity to adapt to different business environments and challenges, and to remain resilient under pressure
Communication Skills: Exceptional communication skills are a must. This includes clarity in conveying messages, active listening, and tailoring communication styles for diverse global audiences.

Responsibilities

Collaborates closely with function leadership to understand business objectives, challenges and opportunities. Translate business needs into comprehensive HR initiatives that drive talent attraction, retention, and development.
Drives new ways of working to maximize output through high levels of productivity and engagement.
Utilize strategic workforce planning methodology to identify gaps between current and desired organization performance, monitor HR metrics and trends, mitigate people-related risks, and ensure seamless delivery of HR programs and services across the company, partner with and influence cross-functional Centers of Expertise (COE’s) while utilizing standard tools and products in support of function objectives.
In alignment with Global Business Services (GBS), HR solutions should be developed, designed, and executed through data-driven decision making and operational governance.
Acting as a trusted advisor, coach senior leaders to improve leadership abilities, relationships among teams/individuals and interpersonal communications.
Acts as leader of culture and engagement, ensuring a unified culture which embraces the Global People Ambition that is lived and felt throughout the function and drives strong levels of employee engagement.
Ensures a strong and consistent HR brand through HRBP development in response to employee related concerns, complaints, and workplace investigations such as allegations of workplace harassment. Encourages best practice sharing and process improvement across the enterprise wide HRBP team.
Ensure compliance with employment laws and company policies and mitigate HR related risks through effective communication, training, manager coaching, and proactive measures.
Drive organizational health by influencing and implementing change that supports the company’s long-term strategy
Lead a team to drive results, including hiring, coaching and developing talent.

Benefits

This role will be eligible to participate in the annual incentive compensation plan.
Ball includes a comprehensive benefits structure, Go to our career site and click "Total Rewards" to learn more.

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