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Ball Corporation · 4 days ago

Sr. Director, HRBP - Finance & Global Shared Services

Westminster, CO

Full-time

Hybrid

Director/Executive

$166K/yr - $243K/yr

10+ years exp

Ball Corporation is a world leader in manufacturing sustainable aluminum packaging, and they are seeking a Sr. Director, HRBP to serve as the primary HR partner for Corporate functions, specifically Finance and Global Shared Services. The role involves providing consultative guidance to drive talent management, organizational development, and workforce planning initiatives in alignment with global HR processes.

Food and BeverageManufacturingPackaging ServicesRemote Sensing

Comp. & Benefits

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

Qualification

International HR ManagementEffective Execution of HR StrategiesMeasurementContinuous ImprovementSuccession PlanningCultural CompetenceStakeholder ManagementProject ManagementCross-Cultural LeadershipEmpathyResilienceProblem-SolvingEmotional IntelligenceAdaptabilityCommunication Skills

Required

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