VP of HR - Converter & Distribution

Amcor•Evansville, IN

10d

About The Position

Amcor is seeking a Vice President of Human Resources to lead the full range of HR services for Amcor Flexibles Converter and Distribution, an organization of approximately 4,000 employees across 33 locations. The role provides functional oversight to nearly 45 Human Resources employees in the United States and Canada. The VP partners with leaders throughout the business to support organizational change and employee engagement, applying change-management and intervention techniques to improve business performance. Success requires building and sustaining strong relationships with client groups and Human Resources colleagues to improve organizational performance. The role leads HR initiatives aligned with business goals, advises managers on organizational effectiveness and employee matters, and oversees talent, compensation, succession planning, employee engagement, and labor relations. It also partners with Corporate Human Resources to deliver services that meet the Division’s business needs.

Requirements

At least 15 years of progressive HR experience, including broad-based HR generalist experience supporting senior leaders in multiple settings.
Excellent foundation across all HR technical areas.
Bachelor’s degree in Human Resources or Business.
Knowledge of US and Canada labor law, including experience in union and non-union manufacturing settings.
Ability to connect HR initiatives and programs to business strategy and key business drivers.
Ability to define goals and metrics, develop actionable plans, and manage work to achieve outcomes across a regionally dispersed team.
Ability to identify customer requirements and resolve escalated partner or customer issues with urgency.
Leadership, initiative, and willingness to make difficult decisions in the interests of employees and the organization.
Record of collaboration and influence in highly matrixed, complex organizations, including building effective working partnerships.
Ability to use change-management principles to help client organizations manage and respond to change.

Nice To Haves

Background in manufacturing.
Master’s degree in Human Resources or a related field.

Responsibilities

Lead business teams in developing and executing HR initiatives that support business goals and objectives.
Partner with management to anticipate and lead organizational change, identify capability gaps, and align HR resources with business objectives.
Identify key HR issues and coordinate resources to ensure efficient delivery of HR products and services.
Ensure business hiring objectives and requirements are met in a timely manner.
Participate actively in recruiting, talent assessment, and selection.
Develop high-potential talent by identifying talent and coordinating growth moves and training opportunities.
Manage compensation actions, analyze treatment of key talent, align rewards with performance, and manage decisions within budget.
Consult with business managers and advocate for the employee population.
Counsel managers on approaches to performance-management issues.
Lead M&A-related work and successful cultural integrations.
Develop proactive union-avoidance strategies for non-union facilities and direct labor-relations strategies for represented facilities.
Provide advice and feedback to improve individual and team effectiveness.
Help clients define and follow through on actions supporting excellent performance and personal development.
Work with business managers to optimize organizational structure by identifying obstacles to effectiveness and developing strategies and action plans.
Develop a culture in which employees can achieve their potential.
Identify and provide actionable strategies to address employee engagement.
Lead succession-planning activities for the Division.
Apply knowledge of US and Canada labor law in union and non-union manufacturing settings.
Partner with Corporate Human Resources to ensure delivery of services that meet Division business needs.

Benefits

Medical, dental, and vision plans.
Flexible time off, starting at 80 paid hours per year for full-time salaried employees.
Company-paid holidays, starting at 8 days per year and varying by location.
Wellbeing program and Employee Assistance Program.
Health Savings Account and Flexible Spending Account.
Life insurance, AD&D, short-term and long-term disability, and voluntary benefits.
Paid parental leave.
Retirement Savings Plan with company match.
Tuition reimbursement, subject to approval.
Discretionary annual bonus program, with initial eligibility dependent on hire date.