Human Resources

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 Global Executive Search Senior Manager is responsible for defining and delivering the organisation’s global executive hiring strategy, ensuring the attraction, engagement, and appointment of high-impact senior leaders. As part of establishing a more centralised Talent Acquisition model, this role will play a key part in building and embedding the organisation’s internal executive search capability. Operating within the Global Talent Acquisition Centre of Excellence, the role partners closely with Executive Leadership, HR, and Regional TA teams to proactively identify and engage top executive talent. Acting as a trusted advisor, the role combines high-touch search execution with strategic insight to strengthen leadership capability and ensure the organisation is competitively positioned to attract diverse, high‑calibre executive talent. JOB DIMENSIONS & SCOPE Owns and delivers global executive hiring (Senior Director, VP/ critical roles) Plays a key role in building internal executive search capability and approach Works directly with Executive Committee, senior business leaders, and HR leadership Reports to the Global Head of Talent Acquisition Acts as a core member of the Global TA Centre of Excellence Leads proactive executive talent mapping and pipelining globally Partners closely with Regional TA Heads and HRBPs Defines approach to external search firm utilisation and governance Manages a team of 2 Executive Search Partners PRINCIPAL ACCOUNTABILITIES 1. Executive Search Delivery Manage confidential, high‑impact searches across geographical regions with professionalism, discretion, and strong stakeholder alignment Partner with business leaders to define role requirements, success profiles, and tailored search strategies Deliver a high-quality, high‑touch candidate experience across all executive hiring processes Support offer development, negotiation, and closing of senior candidates Ensure delivery through your own search mandates and through team members 2. Proactive Sourcing & Talent Engagement Proactively source and engage senior talent through direct sourcing, networking, and market mapping Build and maintain strong relationships with executive talent, industry networks, and professional communities Develop and embed proactive executive sourcing methodologies as part of the internal search capability Deliver innovative engagement strategies to attract and influence passive executive candidates 3. Strategic Talent Advisory Act as a trusted advisor to senior leadership, providing insight on talent markets, competitor activity, and hiring strategies Influence hiring decisions through data‑driven insights and market intelligence Partner with stakeholders to shape hiring strategies aligned to long‑term business and transformation priorities Champion inclusive executive hiring practices, ensuring diverse leadership pipelines Build and maintain global executive talent pipelines aligned to critical roles and future succession needs Conduct structured market mapping for key leadership positions across regions and functions Establish scalable approaches to long‑term executive talent engagement as part of building internal capability 5. External Search & Process Governance Define and manage relationships with external executive search partners, ensuring quality, consistency, and value Establish clear guidelines for when and how external firms are used, supporting a shift toward in‑house delivery Ensure effective use of ATS and talent systems for tracking, reporting, and compliance Provide regular reporting and insights on search progress, market conditions, and hiring outcomes Contribute to the Global TA Leadership Team, shaping overall TA strategy and capability Support the development of a best‑in‑class, globally aligned executive hiring model Partner with Global Sourcing and Regional TA leaders to ensure consistent and scalable approaches Share insights and best practices to continuously elevate executive hiring capability globally MAJOR CHALLENGES & COMPLEXITIES Building an effective in‑house executive search capability within a newly centralised model Managing highly confidential and business‑critical hiring processes Influencing and advising senior stakeholders in a global matrix environment Engaging passive, high‑demand executive talent in competitive markets Balancing speed, quality, diversity, and stakeholder expectations KEY INTERNAL RELATIONSHIPS Executive Committee and Senior Leadership Regional Heads of Talent Acquisition HR Business Partners KEY EXTERNAL RELATIONSHIPS Executive talent networks and communities External executive search firms Industry associations and leadership forums QUALIFICATIONS / REQUIREMENTS Formal Qualifications and Experience Significant experience (15 years+) in executive search (in‑house or retained search firm, ideally both) Experience of building internal executive search capability is highly desirable Experience operating in a multinational, matrix organisation Strong understanding of global talent markets and executive hiring dynamics Bachelor’s degree or equivalent experience Specific Skills and Abilities Strong proactive sourcing and talent engagement capability at executive level Ability to build and embed new approaches and ways of working Exceptional stakeholder management and influencing skills Ability to act as a credible advisor to senior leadership High levels of judgement, discretion, and professionalism Data‑driven mindset with ability to translate insights into hiring strategies 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/Minorities/Females/Disabled/Veterans/Sexual Orientation/Gender Identity 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. E-Verify We verify the identity and employment authorization of individuals hired for employment in the United States. When you join Amcor, you will have access to a comprehensive benefits and compensation package that includes: 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 Retirement Savings Plan with company match Tuition Reimbursement (dependent upon approval) Discretionary annual bonus program (initial eligibility dependent upon hire date) #J-18808-Ljbffr