HR Director

Position Summary Accelerate the possible by joining a winning Amcor team that’s transforming the packaging industry and improving lives around the world. At Amcor, we unpack possibility through our innovative and responsible packaging to provide solutions that benefit our customers, our people and our planet. More than 10,000 consumers worldwide encounter our products every second and rely on us for safe access to food, medicine and other goods. We value their trust by making safety our guiding principle. It’s our core value and integral to how we do business. Beyond this core principle, our shared values and behaviors unite us as we work together to elevate customers, shape lives and protect the future. We champion our customers and help them succeed. We play to win – adapting quickly in an everchanging world – and make smart choices to safeguard our business, our communities and the people we serve for generations to come. And we invest in our world‑class team, empowering our colleagues to unpack their potential, because we believe when our people grow, so does our business. The Regional HR Director serves as the senior Human Resources leader for an assigned AFC&D business segment, partnering directly with the Senior Director of Operations to drive business performance through people, culture, and organizational effectiveness. Supporting approximately 12 manufacturing locations, this role provides strategic leadership for all aspects of Human Resources, including talent strategy, organizational design, employee and labor relations, leadership development, workforce planning, change management, and succession planning. Reporting to the Senior Director of HR, the Regional HR Director leads a team of Senior HR Managers and HR Managers while ensuring consistent execution of enterprise HR strategies across the business segment. This position is responsible for building organizational capability, developing future leaders, and creating a high‑performing culture that enables operational excellence and sustainable business growth. In addition to regional leadership responsibilities, the Regional HR Director plays an active role in enterprise‑wide HR initiatives, cross‑functional projects, and the ongoing evolution of the HR function across AFC&D. What You Get to Do Strategic Business Partnership Serve as a strategic advisor to the Senior Director of Operations and segment leadership team on all human capital matters. Develop and execute the people strategy aligned with business objectives, operational priorities, and enterprise initiatives. Translate business strategies into workforce, organizational, and talent plans. Utilize workforce analytics and business metrics to influence decision‑making and organizational performance. Drive organizational effectiveness through workforce planning, organizational design, talent optimization, and succession planning. Balance business performance with employee experience, risk management, and organizational culture. HR Leadership Provide leadership, coaching, and development to Senior HR Managers and HR Managers across approximately 12 manufacturing locations. Build a high‑performing HR organization through talent development, succession planning, and capability building. Establish consistent HR governance, policies, and execution across the business segment. Foster collaboration, knowledge sharing, and standardization across all manufacturing locations. Serve as the escalation point for complex employee relations, labor relations, organizational, and leadership matters. Ensure HR resources are effectively aligned to meet evolving business needs. Talent & Organizational Development Lead regional talent reviews and succession planning processes. Partner with operations leaders to identify organizational capability gaps and implement development strategies. Champion leadership development initiatives and strengthen leadership capability throughout the organization. Drive employee engagement strategies and oversee action planning across the region. Lead organizational change initiatives including restructures, business integrations, acquisitions, and organizational transformations. Promote a culture of inclusion, accountability, continuous learning, and high performance. Employee & Labor Relations Provide guidance on complex employee relations matters, investigations, policy interpretation, performance management, and employment decisions. Partner with operations leaders to proactively manage organizational risk and ensure compliance with employment laws and company policies. Develop regional labor relations strategies for represented facilities while fostering productive employee relations across all locations. Ensure consistent application of employment practices and HR policies throughout the business segment. Operational Excellence & Enterprise Leadership Lead implementation of enterprise HR initiatives across the business segment. Drive continuous improvement and standardization of HR processes, systems, and service delivery. Sponsor and lead cross‑functional projects that improve organizational effectiveness and business performance. Partner with Corporate HR Centers of Excellence to successfully deploy enterprise talent, compensation, learning, engagement, and HR technology initiatives. Represent the AFC&D business segment on enterprise HR councils and strategic initiatives. Identify opportunities to simplify processes while improving the employee and leader experience. What We Value Exceptional business acumen and strategic thinking. Executive presence with the ability to influence senior leaders. Proven ability to build trusted partnerships across Operations and Corporate functions. Strong organizational development and change leadership capabilities. Deep understanding of talent management, succession planning, workforce planning, and organizational design. Experience leading within complex manufacturing environments. Strong analytical skills with the ability to leverage data to drive business decisions. Excellent coaching, communication, negotiation, and conflict resolution skills. Ability to lead through ambiguity while balancing multiple business priorities. Continuous improvement mindset with a passion for developing people and organizations. What We Want From You Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field. Equivalent experience will be considered. Master's degree or MBA preferred. SHRM‑SCP, SPHR, or equivalent senior HR certification preferred. Minimum of 10 years of progressive Human Resources leadership experience. Experience leading multi‑site HR organizations within manufacturing preferred. Demonstrated success partnering with senior operational leaders. Experience supporting both union and non‑union manufacturing operations. Strong experience leading organizational change, workforce transformations, and business integrations. Demonstrated proficiency with Workday and HR analytics. Ability to travel approximately 40‑50%. Key Success Measures Trusted strategic partner to the Senior Director of Operations and business leadership team. Strong leadership bench strength and succession pipeline across the region. High‑performing HR team with strong engagement and retention. Consistent execution of HR programs and policies across all manufacturing locations. Successful implementation of enterprise initiatives and strategic projects. Improved employee engagement, retention, and leadership capability. Proactive mitigation of employment and labor relations risk. Measurable improvements in organizational effectiveness and workforce capability. Successful leadership of organizational change and transformation initiatives. Strong partnership with Corporate COE’s and enterprise functions. Continuous improvement of HR processes, systems, and employee experience. Proactively mitigates employment risk through sound judgment and coaching. Leads continuous improvement of HR processes and employee experience. Demonstrates operational excellence through accurate, timely, and compliant HR execution. Our Expectations We expect our people to be guided by The Amcor Way and demonstrate our Values every day to enable the business to win. We are winning when: our people are engaged and developing as part of a high‑performing Amcor team; our customers grow and prosper from Amcor’s quality, service, and innovation; our investors benefit from Amcor’s consistent growth and superior returns; the environment is better off because of Amcor’s leadership and products. Equal Opportunity Employer Amcor is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law. If you would like more information about your EEO rights as an applicant under the law, please click on the "Know Your Rights: Workplace Discrimination is Illegal" Poster. If, because of a medical condition or disability, you need a reasonable accommodation for any part of the employment process, please call View phone number on click.appcast.io and let us know the nature of your request and your contact information. E‑Verify: We verify the identity and employment authorization of individuals hired for employment in the United States. Benefits Medical, dental and vision plans Flexible time off, starting at 80 hours paid time per year for full‑time salaried employees Company‑paid holidays starting at 8 days per year and may vary by location Wellbeing program & Employee Assistance Program Health Savings Account/Flexible Spending Account Life insurance, AD&D, short‑term & long‑term disability, and voluntary benefits Paid Parental Leave Retirement Savings Plan with company match Tuition Reimbursement (dependent upon approval) Discretionary annual bonus program (initial eligibility dependent upon hire date) #J-18808-Ljbffr