ED, Human Resources Business Partner

Sealed Air 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. Westrive to foster a caring, high-performance growth culture that will deliver consistent, sustainable profitable growth and accelerate our performance - a culture where accountability is clear and aligned, and where we reward business outcomes and impact. That culture guides everything we do, including how we partner with our customers and suppliers, how we attract and retain top talent, and how we create and deliver value for our stakeholders. In 2024, Sealed Airgenerated $5.4 billion in revenue and had approximately 16,400 employees distributing products and services to 117 countries/territories around the world. To learn more, visit www.sealedair.com.

Position Summary

The Executive Director, Human Resources Business Partner (HRBP) serves as a senior strategic advisor and HR leader supporting a nearly $1B, complex, multi-country business operations across North and South America. This role partners directly with the Americas' commercial leadership team and global People Business Partner team to translate business strategy into integrated people strategies that drive organizational effectiveness, leadership capability, workforce productivity, and long-term business growth.

Operating as a core member of the Americas' commercial leadership team and the Protective HR leadership team, this role combines strong commercial and financial acumen, advanced organizational design expertise, and talent strategy leadership to enable transformation, growth acceleration, and operational excellence.

Key Accountabilities

Strategic Business Partnership

Act as a trusted advisor to leadership, providing forward-looking insight on organizational risk, leadership capability, talent pipeline health, and workforce sustainability.

Translate business strategies into multi-year workforce, capability, and culture roadmaps aligned with the growth expectations, transformation priorities, and the larger global business.

Actively contribute as a core member of the Americas and global HR leadership teams, shaping decisions through workforce analytics, organizational diagnostics, and strategic talent insights.

Identify critical organizational & people related issues, seeking out root cause and helping the organization set direction that is based on data and thoughtful consideration.

Organizational Design & Strategic Workforce Planning

Lead organizational initiatives tied to transformation, restructuring, and commercial operating model evolution. Ensure timely execution in a clear and thoughtful way.

Drive long-range and annual workforce planning in partnership with Finance and business leadership, ensuring alignment to Annual Operating Plan (AOP), cost models, and productivity targets.

Identify future capability requirements including skills gaps, leadership requirements, and abilities that are tied directly to the top strategies of the region.

Talent Strategy & Leadership Development

Execute talent activities across the business, including succession planning, talent reviews, performance management, leadership assessments, and high-potential acceleration in conjunction with the overall business and corporate processes.

Build robust leadership pipelines for critical leadership and technical roles through proactive talent moves, strategic development planning, and succession risk mitigation.

Partner with Talent Acquisition to ensure strong leadership hiring practices resulting in high quality talent placements.

Culture, Engagement & Transformation Leadership

Drive culture transformation initiatives that reinforce accountability, ownership, innovation, inclusion, and high performance.

Deploy change management strategies for large-scale business transformations including digital transformation, commercial model redesign, and organizational restructures.

Partner with leaders to accelerate adoption of change, manage resistance, and sustain behavior change through leadership alignment and communication strategies.

Leverage employee engagement, culture, and organizational health data to drive targeted action plans that improve retention, productivity, and leadership effectiveness.

Employee Relations, Compliance & Workforce Risk Management

Work with the People Experience teams to ensure consistent application of HR policies, labor regulations, and people management practices.

Provide guidance and risk mitigation strategies related to employee relations, performance management, and site closures.

Partner with Compensation and Benefits leadership to maintain competitive compensation strategies while optimizing labor cost and workforce investment.

Business Performance Enablement & Workforce Analytics

Connect workforce strategy and metrics to operational and financial outcomes including productivity, safety, service, and commercial performance.

Leverage data-driven insights on workforce trends including turnover, leadership bench strength, capability gaps, and organizational effectiveness.

Translate complex workforce analytics into leader-level insights that drive strategic business decisions.

Skills:

• Strategic HR Business Partnership
  Ability to operate as a trusted advisor to senior commercial leaders, translating business strategy into integrated people, organization, and capability strategies.
• Commercial & Financial Acumen
  Strong understanding of P&L drivers, cost structures, productivity levers, and how workforce decisions impact revenue growth, margin, and operating performance.
• Organizational Design & Workforce Planning
  Expertise in designing and evolving complex operating models, leading restructures, and aligning workforce plans to AOP, long-range plans, and transformation priorities.
• Talent Strategy & Succession Leadership
  Proven capability in building leadership pipelines, executing succession planning, conducting talent reviews, and accelerating high-potential and critical talent.
• Change Management & Transformation Leadership
  Demonstrated ability to lead large-scale change initiatives, while managing resistance and sustaining adoption.
• Data-Driven Decision Making & Workforce Analytics
  Advanced skill in leveraging workforce data, organizational diagnostics, and analytics to identify risk, inform strategy, and drive measurable business outcomes.
• Leadership Development & Coaching
  Strong executive coaching capability to elevate leadership effectiveness, decision quality, and accountability across senior and mid-level leaders.
• Cross-Functional Influence & Matrix Leadership
  Ability to influence and align leaders across HR COEs, Finance, Legal, and Commercial teams within a highly matrixed organization.

Requisition id:54035

Relocation:Yes

Sealed Air is committed to attracting, selecting, and developing talent that reflects the diversity of the communities and customers we serve. We take pride in our selection process to identify, infuse, and grow talent to align with our culture, values, and norms. Sealed Air prioritizes talent development, fostering a culture of continuous growth and career progression. The company is committed to providing equal employment opportunities to all applicants for employment and to all employees, without regard to race, color, religion, gender identity or expression, national origin, age, protected disability, veteran status, or any other protected status in accordance with applicable federal, state and local laws.

*Please be cautious of fraudulent recruiting efforts using the Sealed Air name or logo. Sealed Air will never request private information during the application process, such as a Driver's License or Social Security Number. If you have any concerns about information received from SEE during the application process, please reach out to us directly at globalta@sealedair.com.

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