Sr. Director, HRBP - Regional Commercial (EMEA)

Further your career at Ball, a world leader in manufacturing sustainable aluminium 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.

Position summary:

This role sits at the heart of our Global HR Leadership Team and Regional Leadership Team, acting as a catalyst for shaping the future of our people and our business. You’ll champion a vibrant, diverse, and inclusive culture where talent is empowered to thrive, while building the commercial workforce of today and tomorrow and elevating leadership capability across the region.

Operating in a truly global environment, the role features a matrixed reporting structure—directly to the CHRO to drive alignment with global HR strategy, and in partnership with the Regional President to accelerate regional commercial priorities. As a key voice on both the Human Resources Leadership Team (HRLT) and the Region Leadership Team (RLT), you’ll influence strategy at the highest levels and help steer the organisation toward transformative growth.

Key responsibilities include:

• Collaborates closely with regional leadership to understand the regional strategy, business objectives, challenges and opportunities. Translates business needs into initiatives that drive talent attraction, retention, and development.
• Partner with global functions HRBP’s providing regional expertise to ensure consistent practices, and enforcement of Company policies, procedures, and legal requirements.
• Drives new ways of working to maximize output through high levels of productivity and engagement
• In alignment with Global Business Services (GBS), HR solutions should be developed, designed, and executed through data-driven decision making and operational governance.
• 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.
• 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.
• 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.
• 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

What are we looking for?

• Education: Bachelor’s degree in Human Resources, Business Administration, or equivalent in a related field. A relevant postgraduate qualification or professional certification, is a plus.
• Experience: 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.
• 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.
• Language Required: English

Ball Corporation is an Equal Opportunity Employer. We actively encourage applications from everybody, regardless of gender, age, ethnicity, faith, ability, or orientation. When you join Ball you belong to a team of over 16,000 members worldwide. Our products range from infinitely recyclable aluminium cans, cups to aerosol bottles solutions that enable our customers to contribute to a better world.

Each of us has a deep commitment to diversity and inclusion which is the foundation of our culture of belonging. Everyone at Ball is making a difference by doing what we love. Because what we create may change, but what we will always make is a difference.

Please note the advertised job title might vary from the job title on the contract due to local job title structure and global HR systems.
 

No agencies please.