HR Manager Central Operations

JOB DETAILS

Position Job Title: HR Manager Central Operations
BG and Function: AFEMEA Central Operations
Function: Human Resources
Sub-Function: Human Resources
Location: Open Location across Europe
Line Manager’s Job Title: Human Resources Director Central Operations
Advertising Legal Entity: Amcor Group GmbH, Zürich/Switzerland
Work contract Legal Entity: Contract will be issued accordingly with legal requirements and legal entity of the hiring country
Contract Type: Permanent

JOB PURPOSE 

The HR Manager role offers a real opportunity to engage with people and leaders across our organisation, providing HR leadership and partnership to deliver business agenda and support business strategy implementation. The HR Manager supports the HR Director on all HR matters relating to the Central Operations Function, with the role providing the flexibility and autonomy of getting to the heart of people issues, working to develop fit for purpose solutions and with a continuous improvement mentality. A passion for talent, coaching, organisational effectiveness and business partnering is essential.

JOB DIMENSIONS & SCOPE 

HR Partnering for the Central Operations Function 

PRINCIPAL ACCOUNTABILITIES 

•    Support Business priorities through the development and provision of effective, agile and pragmatic solutions to people management & transformation project issues. 
•    Provide and implement expert HR support and systems to the functions. 
•    Coach, mentor and apply critical thinking to management and supervisors in leadership skills and techniques. 
•    Undertake the project management of key HR initiatives and projects. 
•    Be an effective Business Partner to the HR Director and the broader team.
•    Drive strategic Operations projects in collaboration with wider Operations and HR community. 
 
Key tasks will include (not an exclusive list): 
•    Management and implementation of the annual Amcor processes including the Performance Management process, pay, bonus and compliance programmes. 
•    Partner with leaders and HR managers to attract and retain top talent. Lead recruitment efforts for Central Operations, support hiring managers throughout the interview and selection process, and coordinate employment offers and contracts across our plants
•    Change Management: Strong partnership skills are critical, including the ability to challenge and influence leadership, processes and practices within the business.
•    Culture and Change: Leading the engagement survey efforts for the function including the development and implementation of action plans.
•    On boarding of new employees, together with hiring managers to ensure smooth introduction to the business, role and key stakeholders
•    Maintain systems with up to date employee and organisational information in Employee Central (Success Factors) and ensure data compliance
•    Lead the Talent Council Process together with Functional Leaders to identify succession and development plans for the functions. 
•    Review and co-ordinate Training & development activities across the Function. Areas to include :Talent Management process and follow up; personal development programmes; key skills and knowledge gaps; utilising Amcor programmes for the business; 
•    Manage and implement Amcor HR policies in line with site agreements, National law and Corporate requirements. Working with up to EMEA plants across 18 countries to ensure that hosted coworkers contracts are compliant with these policies. 
•    Review, development and implementation of effective and HR systems and processes. 
•    Where required, step in to assist the BG, BU’s plants and teams with key HR initiatives, projects or support. 
•    Active involvement in Graduate programme, including assessment centres, selection, contracts, training & development plans and International Relocation and internal mobility of co-workers. 
•    This role has a dedicated HR Analyst/Specialist as a direct report. 

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MAJOR CHALLENGES & COMPLEXITIES 

The employee scope covers multiple countries and therefore multiple payrolls and HR contacts. Different dynamics within each functional area. Managing HR in a matrix organisation. 

QUALIFICATIONS / REQUIREMENTS 

1.    Formal Qualifications and Experience

• Degree level education 
• Employment law qualification preferred 
• Demonstrated leadership experience combined with successful business/HR track record with 7+ years of experience 
• Demonstrated a thorough understanding of effective HR tools 
• Broad knowledge and experience of Employee relations practices and processes, both Unionised and non-Unionised – engagement, consultation, communication, change management, changes to policies, procedures, T&C’s, etc.  
• People Development activities – appraisals, personal development plans, Talent Management programmes etc.

2.     Specific Skills and Abilities

• Ability to own initiatives independently, however maintain clear and effective communication with Team and HRD  
• Excellent interpersonal skills with the ability and confidence to communicate and influence at all levels          
• Critical thinking and strong project management skills
• Relationship building skills 
• Excellent planning and organisation skills  
• Strong HR databases/ computer skills (Excel, Word, PowerPoint )
• Ability to work under pressure and to tight deadlines 
• Flexible/adaptable to change 
• Challenge the “Status Quo” and take people through the reasons for this.