Senior Manager of Strategic Talent Initiatives, Global Programs

This position will be posted for a minimum of 3 days and will remain open until filled or adjusted based on the volume of applicants.

Further your career at Ball, a world leader in manufacturing sustainable aluminum packaging. Achieve extraordinary things when you join our team, and make a difference in your professional development, the community, and around the globe!

Ball is thrilled to receive Newsweek's 2023 Top 100 Global Most Loved Workplace award! As a sustainable product leader, we have over 16,000 global team members. From endlessly recyclable aluminum cans, and cups, to aerosol bottles, our goal is to contribute to a better community, society, and world.

Primary purpose of the position:

As Senior Manager of Strategic Talent Initiatives, Global Programs at Ball Corporation,  this role is pivotal in leading and shaping strategic talent initiatives, focusing on programs that support current and future business needs. Key areas of focus include developing startegic talent programs, partnering with talent aqusition in strategic hiring of talent to fuel the strategic talent intiatives, and strategic outreach and partnerships, which encompass entry-level careers and diversity programs. This role will be accountable for delivering strategies, processes, programs, and tools to identify and nurture talent, impacting the individual, team, and organizational levels. This role is essential in fostering a strategic mindset across the organization and establishing innovative approaches to talent development that enhance overall organizational bench strength.

Essential Responsible Areas:

• Strategic Talent Planning: Develop and execute long-term talent strategies aligned with corporate goals, identifying critical roles and capability gaps to ensure the organization is prepared for future business challenges.
• Strategic Partnership Development: Establish and nurture relationships with key institutions and community groups to foster a diverse talent pipeline that aligns with corporate strategic goals.
• Development Programs for Diverse Talent: Lead the creation and management of development programs, such as leadership cohorts and mentorship initiatives, focusing on accelerating the career growth of employees from diverse backgrounds.
• University Career Programs: Develop and manage partnerships with universities to create a robust pipeline of young talent, integrating career programs that align with the strategic needs of the business.
• Internship and Apprenticeship Programs: Design and implement internship and apprenticeship programs that provide practical, hands-on experience to early career individuals, ensuring they are well-prepared for future full-time roles within the company.
• Second Career Initiatives: Launch programs targeted at professionals seeking a second career, offering retraining and integration pathways that leverage their experience in new roles within the organization.
• Women’s Leadership Programs: Create and support initiatives specifically aimed at identifying, developing, and advancing women in leadership within the company to address gender disparity and promote inclusivity.
• Focused Talent Segment Strategy: Strategically focus on other key talent segments, such as veterans, individuals with disabilities, and underrepresented groups, developing tailored programs to attract, retain, and develop.
• Global Talent Integration: Ensure that talent infusion programs are adaptable and culturally relevant across global operations, allowing for local customization while maintaining alignment with the organization’s overall strategic objectives.
• Data-Driven Talent Strategies: Utilize workforce analytics to assess the effectiveness of talent programs and to identify areas for improvement, ensuring these initiatives meet their strategic goals and contribute to workforce diversification.
• Cross-Functional Collaboration: Work closely with other HR functions such as Learning and Development, Talent, Acqusition, total Rewards, etc. to ensure a holistic approach to talent management that supports an inclusive and diverse organizational culture.

Top 5 outcomes the role drives for Ball

1. Workforce Development: These initiatives aim to build a robust internal pipeline of diverse talent that is well-equipped with necessary skills and leadership capabilities to meet future business challenges.
2. Enhanced Competitive Advantage: By effectively managing and developing t