63 Amcor Human Resources Jobs Hiring Near You

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.

To learn more about playing for Team Amcor, visitwww.amcor.comILinkedInIGlassdoorIFacebook IYouTube

Position Summary

The Corporate HR Manager serves as the strategic Human Resources partner for designated Corporate and Commercial functions within the AFC&D Business Group. This role is responsible for leading and executing human resource activities that support business objectives, organizational effectiveness, talent development, employee engagement, and operational excellence.

This role is responsible for influencing business outcomes and supporting leaders, also requiring a strong tactical orientation and hands-on execution. The Corporate HR Manager must possess a high level of proficiency in Workday and HR processes, ensuring data integrity, process compliance, and effective utilization of HR systems to support business needs.

This role supports a workforce that includes both remote and in-office colleagues across multiple locations and requires the ability to effectively partner, communicate, and build relationships in a hybrid work environment.

The Corporate HR Manager partners closely with business leaders, the Talent Center of Excellence (CoE), HR Shared Services, the HR Project Manager, and other key HR and business partners to drive business performance and strengthen organizational capability.

What You Get to Do

Strategic HR Partnership

• Serve as the primary HR business partner for assigned Corporate and Commercial functions.
• Influence, coach, and support leaders and employees in alignment with Amcor's human capital strategy.
• Partner with leaders to drive employee engagement, culture initiatives, organizational effectiveness, and business performance.
• Support and partner with both remote and in-office colleagues and leaders, ensuring a consistent HR experience across a geographically dispersed workforce.
• Serve as a trusted advisor to leaders on employee relations, talent management, workforce planning, organizational effectiveness, and change management.
• Participate as a member of assigned leadership teams, providing HR insight and recommendations to support business decisions.
• Assist in the development of a world-class organization while reinforcing Amcor's Purpose, Values, and Behaviors.
• Foster change leadership and support organizational transformation initiatives.
• Partner with the HR Project Manager, Centers of Excellence, and Shared Services teams to support the successful implementation of HR programs and initiatives.
• Provide subject matter expertise and business insight to support HR initiatives and continuous improvement efforts impacting assigned client groups.

Talent Management & Organizational Development

• Partner closely with the Talent CoE to execute talent management processes, including talent reviews, succession planning, leadership development, talent assessments, and high-potential employee development.
• Provide guidance and partnership to leaders regarding performance management, Performance Improvement Plans (PIPs), succession planning, and career development.
• Facilitate workforce planning discussions and organizational design initiatives, including restructuring, role design, job description development, job evaluation support, promotions, and talent selection processes.
• Ensure the organization is effectively hiring, developing, engaging, and retaining top talent.

Employee Relations & Leadership Support

• Manage employee relations matters including investigations, corrective actions, conflict resolution, performance concerns, and terminations.
• Provide coaching and consultation to leaders on employee issues, policy interpretation, risk mitigation, and employment practices.
• Act as the primary liaison between employees and management.
• Handle employee inquiries and concerns with professionalism, objectivity, and confidentiality.
• Promote a positive employee experience and inclusive workplace culture.

HR Operations & Workday Excellence

• Maintain accountability for accurate HR data management and data integrity within Workday.
• Demonstrate advanced understanding of Workday processes and partner with leaders to support HR technology initiatives, process improvements, system enhancements, and HRIS-related activities.
• Ensure timely and accurate completion of HR transactions and compliance requirements.
• Monitor and maintain compliance with company policies, procedures, and applicable employment laws.
• Ensure completion and tracking of required training programs.
• Identify opportunities for process improvement and partner with appropriate stakeholders to enhance HR service delivery, employee experience, and operational effectiveness.
• Utilize data, metrics, and business insights to support workforce decisions and organizational priorities.
• Protect employee information and maintain the highest standards of confidentiality and data security.

What We Value

• Strong business acumen and strategic thinking skills.
• Advanced knowledge of HR systems and HR technology platforms, including Workday.
• Understanding of talent management, succession planning, organizational development, and workforce planning practices.
• Working knowledge of compensation, salary planning, and total rewards principles.
• Strong problem-solving and decision-making skills.
• Ability to challenge the status quo through collaboration, influence, and data-driven recommendations.
• Demonstrated change leadership capabilities.
• Excellent communication, facilitation, and relationship-building skills.
• Strong execution and results orientation.
• Ability to manage multiple priorities in a dynamic business environment.
• Ability to handle sensitive and confidential information with discretion and integrity.

What We Want From You

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• An equivalent combination of education, professional certifications, and progressively responsible Human Resources experience may be considered in lieu of a bachelor's degree.
• Minimum of 5 years of progressive Human Resources experience, including experience partnering with leaders and supporting organizational initiatives.
• Experience influencing leaders and driving outcomes through collaboration and partnership across cross-functional teams.
• Demonstrated proficiency in Workday required.
• Experience in talent management, employee relations, workforce planning, organizational development, and change management.
• Experience supporting geographically dispersed, remote, and hybrid workforces preferred.
• SHRM-SCP, SPHR, or other advanced HR certification preferred.

Key Success Measures

• Trusted HR partner to business leaders and employees.
• Strong execution of talent management and succession planning processes.
• Accurate and effective utilization of Workday and HR systems.
• Positive employee relations outcomes and risk mitigation.
• Effective partnership in the implementation and adoption of HR initiatives and programs.
• Accurate and timely execution of HR processes and services.
• Continuous improvement of HR processes and employee experience.
• Development and retention of organizational talent.
• Effective support of both remote and in-office employee populations.

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

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 224-313-7000 and let us know the nature of your request and your contact information.

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

• Paid Parental Leave

• Retirement Savings Plan with company match

• Tuition Reimbursement (dependent upon approval)

• Discretionary annual bonus program (initial eligibility dependent upon hire date)