HR Business Partner

HR Business Partner

About the role

As the HR Business Partner for the manufacturing site‑  Amcor Rigid Packaging Solutions International – Randers (Food, Beverage and Specialties Business Unit)  you will play a key role in shaping culture, building leadership capability, and enabling high performance.

You’re an innovative thinker with a passion for developing people and building strong, future ready organizations. You will partner closely with local managers and collaborate within a global matrix organization, ensuring alignment with regional HR, Centers of Excellence and corporate standards. HRBP will report to the local HR manager.

The HR Business Partner serves as the organization’s primary HR advisor, working closely with leaders to drive both strategic initiatives and day‑to‑day HR operations. Through a deep understanding of the business, the HRBP strengthens leadership capability, supports organizational growth, and ensures that people strategies directly enable business success.

The role ensures that the HR strategy and policies are effectively implemented in the part of the organization for which they are responsible.

Key Job Accountabilities

As part of the Nordic/DK HR Team, you’ll be responsible for:

• Partnering with all managers and leadership teams to translate business objectives into workforce and capability strategies.
• Leading the HR agenda and targeted projects to support a stable manufacturing environment and ensure training and policy compliance to achieve‑ operational excellence.
• Driving workforce planning, succession planning, and talent development.

• Act as a trusted advisor on all HR matters.
• Coaching and developing managers in leadership, performance, communication, and management skills.
• Ensure consistent implementation of Amcor HR processes across recruitment, onboarding, competence development, performance management, succession planning, workforce planning, and offboarding.
• Manage employee relation matters such as rehabilitation cases, investigations, disciplinary issues, and labor law compliance.
• Managing employee relations, ensuring constructive collaboration and negotiations with unions and compliance with labor law and collective agreements.
• Support organizational change initiatives such as cultural development, digitalization, reorganization, and continuous improvement activities.
• Ensuring high standards in HR processes and documentation (onboarding, performance, training records, investigations, disciplinary actions, audits).
• Represent the HR function in local operational leadership forums and act as an ambassador for global HR policies, people processes, and diversity & inclusion principles.
• Follow up, analyze, and act on HR metrics for the assigned business area.
• In collaboration with HR Manager interpret collective agreements, and legal requirements across the site; initiate corrective actions when needed.

Qualifications/Requirements

Education

• Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or similar field.

Skills/Experience

• 5+ years of HR experience, ideally as HR Business Partner or senior HR specialist in manufacturing or industrial operations.
• Strong understanding of HR processes, labor law, and union relations.
• Advantage: Experience working in a matrix organization or international corporate environment.
• Solid capability in coaching leaders, managing employee relation matters‑, and leading change.
• Ability to manage both operational and strategic matters.

Personality/Attributes

• Strong business acumen with a proactive and solution-oriented‑ mindset.
• Excellent communication and influencing skills.
• High integrity and professionalism; with an ability to build trust and strong relationships at all levels.
• Structured, data driven, and confident in ‑decision-making.
• Proactive, driven, and self‑motivated.
• Unpretentious and collaborative

Authorities

1. Policy & Compliance Enforcement
   Empowered to implement and enforce HR policies.
2. Employee Relations & Case Handling
   Authorized to lead investigations, manage rehabilitation/return‑to‑work processes, issue written warnings/disciplinary actions (per policy), and recommend terminations in coordination with HR Manager and Legal.
3. Union Collaboration & Local Negotiations
    Authorized to represent the employer in local union meetings and negotiations within agreed mandates and budgets.
4. Talent & Workforce Decisions
    Decision authority related to workforce planning, succession planning, and talent development actions within predefined thresholds.
5. Recruitment & Staffing Actions
    Authorized to open requisitions, approve role profiles and compensation ranges within branding, and proceed to offer stage in collaboration with local HR Manager.
6. Change & Culture Initiatives
    Empowered to design and lead site‑level change, culture, and leadership programs (e.g., safety, wellbeing).
7. Data, Metrics & Governance
    Access and authority to collect, analyze, and act on HR metrics; escalate risks, recommend structural changes, and manage targeted actions in collaboration with HR manager and site leadership.