Director, Global Talent Leader

2 weeks ago

Charlotte, United States Sealed Air Full time

SEE designs and delivers packaging solutions that protect essential goods transported worldwide, preserve food, enable e-commerce and digital connectivity, and help create a global supply chain that is touchless, safer, less wasteful, and more resilient.

Our people are entrepreneurial innovators and problem solvers committed to bringing unique insights and solutions to the needs of our customers, stakeholders, and society. At SEE, we are creating a community of inventors, problem solvers, and future makers who are passionate about fulfilling our purpose.

As a key member of SEE’s Talent Team, the Talent Leader will play a crucial role in aligning talent strategies with business objectives through proactive planning for today, and future needs aligned with organizational growth by pressing talent opportunities and challenges to build a workforce for tomorrow.

Reporting to the Executive Director, Global Talent Leader, your role will be in lockstep partnership to support business leaders within SEE's Corporate and Global Functions to include Legal, Finance, IT, Digital, Innovation & Development, Mergers & Acquisitions, Global Portfolio and Revenue Operations, supporting over 1,450+ employees across the enterprise.

You will play a pivotal role in developing and implementing People initiatives that align with the company’s strategies, priorities, and values, while ensuring an engaged, productive and diverse workforce. Heavy lifting in organizational design, leadership development, succession and change management around shifting transactional service delivery to strategic business partnership through ownership, accountability and data driven mindset is critical to the business transformation to drive a performance-based culture across these functions.

SEE’s ideal Talent Leader will have a background in a fast-paced, agile, transformational environment with touchpoints across talent management and cultural, change management experience. In addition, they will have a proven track record of driving results through ownership and leader influence that produce talent outcomes that significantly impact the business Sound like you? Then read on

Through this multi-year transformation, you will work with leaders through consultation on new capabilities (skills, behaviors, delivery models, structures, and functions) with a focus on critical talent and developing a leadership readiness pipeline aligned to our business initiatives. As a business partner, you will be embedded into the business and establish yourself as a consultative advisor, providing guidance, and recommendations on a multitude of key business topics related to engagement, learning, performance management, career development, leadership coaching and organizational design.
How You Will Impact?
Long Description
**Strategic Partnership**: Collaborate closely with functional and/or regional leaders to understand business strategies, providing talent and People insights and solutions that align with organizational goals.
**Organizational Design**: Aligned with the Sr. Strategic Talent Leader within the vision of XLT, lead and contribute to the design and implementation of organizational structures that support business objectives and foster agility.
**Succession Planning**: Develop and execute comprehensive succession planning strategies to ensure a pipeline of top talent for critical roles.
Gap analysis within supporting organizations (current vs. future) needs specific to building, and sustaining leadership succession with the right behaviors, competencies, and capabilities to deliver on the business agenda.
**Performance Management**: Oversee the design and implementation of performance management processes, ensuring alignment with organizational goals and driving a culture of continuous improvement.
Work in harmony with Sr. Strategic Talent Leader and Talent COE to align talent management processes and programs to the most critical talent gaps needed to address within your scope.
Identify and recommend opportunities to close gaps that proactively pace the business to develop or attract talent for the future.
**Cultural Change Agent**: Drive cultural change initiatives, working to embed a caring, high-performance, growth mindset at the leadership level with intentional action driven strategies to cascade downstream.
Cultivate adoption strategies of new values, and behaviors that support ownership, accountability, innovation and belonging.
**Change Management**: Lead and support change management efforts, guiding teams through transitions and ensuring a smooth adaptation to new processes and structures.
Partner with leaders to set expectations based on gaps to close and provide recommendations, and set cadence with leaders to monitor, review and amend approach based on progress.
Long Description
**Employee Engagement**: Leverage COE (Total Rewards, Talent, Culture & DE&I) on existing strategies, and offerings to support retention, motivation, devel

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