PEOPLE BUSINESS PARTNER - FUNCTIONS

At Berry Global Group, Inc. (NYSE: BERY), we create innovative packaging and engineered products that we believe make life better for people and the planet. We do this every day by leveraging our unmatched global capabilities, sustainability leadership, and deep innovation expertise to serve customers of all sizes around the world. Harnessing the strength in our diversity and industry-leading talent of 40,000 global employees across more than 250 locations, we partner with customers to develop, design, and manufacture innovative products with an eye toward the circular economy. The challenges we solve and the innovations we pioneer benefit our customers at every stage of their journey. For more information and to join our growing team, visit the Careers page of our website, or connect with us on LinkedIn or Twitter.Position Summary: The Functions People Business Partner – Consumer Packaging International (CPI) is responsible for enabling business strategy by delivering value-added People approaches in the following core centralised business unit areas: Finance, Supply Chain, Business Excellence/Lean & Quality, Global Key Accounts, Innovation & R&D, and Product Line Management. They will also partner with Berry Global’s Corporate function leaders for all Corporate International-related People strategic matters, these being within IT, Legal, EHS and Corporate Finance. The Functions People Business Partner has a key responsibility with regards to deploying the CPI People Plan and key People initiatives such as Talent Management, Employee Engagement, Compensation & Benefits and HR Data and Analytics within the respective business units.Responsibilities:Partners with Leadership on People Matters: coaches, guides and empowers leadership to handle people matters within their business units.Conducts regular meetings with respective business units leaders, leading the People agenda and discussing ongoing and future business needs, such as organisational design, career development, performance management, workforce planning, talent acquisition and recruitment and employee engagement.Manages and resolves complex employee issues, providing guidance to the business in the areas of: compensation, compliance and relevant labour laws.Plans strategically: help the organization become future-ready by focusing on the existing workforce preparing them for the future, including:Reskilling and upskilling: identifying training needs and assisting L&D with aligning training programs with business objectives.Strategic workforce planning: ensuring the company’s workforce has the right size, shape, cost, and agility for the future.Succession planning: selecting and developing key talent to ensure continuity and continuous improvement in critical roles.Analyses HR metrics and data to identify priorities for the business and address future workforce needs.Facilitates Organizational Changes: Lead change management processes to support organizational development and transformation. Implement strategies to facilitate smooth transitions during periods of change.Ensures end-to-end People Service Delivery maintaining partnerships across all People functions. Collaborate with the Centre of Excellence on any required changes to HR programs, processes and policies as per business needs.Qualifications:Experience: 8-10 years of experience in Human Resources, ideally working in large international centralised matrix environments, with a strong focus on European markets. Senior HR and HRBP roles a plus. In Depth knowledge of HR best practices and general knowledge on relevant labour laws.Business Acumen: Good understanding of business functions, industry trends, and the competitive landscape.Leadership: Demonstrated leadership experience in managing and influencing teams within a multinational or global organization. People oriented and results driven.Change Agent: Tenacity, people skills and energy in leading change towards an effective work environment.Strategic Thinking: Proven ability to develop and implement strategic initiatives that align compensation and benefits with business objectives.Analytical Skills: Strong analytical skills. Demonstratable experience with HR metrics, turning data into strategy and action plans.Communication: Excellent communication skills, with the ability to influence and build relationships at all levels of the organization, including senior leadership. Excellent active listening, negotiation, and interpersonal skills. Has credibility.Education: A bachelor's degree in human resources, Business Administration, or a related field is required; a master's degree or professional certification is preferred.