Sr. HR Business Partner - Commercial Team

Company Description

Avery Dennison Corporation (NYSE: AVY) is a global materials science and digital identification solutions company that provides a wide range of branding and information solutions that optimize labor and supply chain efficiency, reduce waste, advance sustainability, circularity and transparency, and better connect brands and consumers. Our products and solutions include labeling and functional materials, radio frequency identification (RFID) inlays and tags, software applications that connect the physical and digital, and a variety of products and solutions that enhance branded packaging and carry or display information that improves the customer experience. Serving an array of industries worldwide — including home and personal care, apparel, general retail, e-commerce, logistics, food and grocery, pharmaceuticals and automotive — we employ approximately 34,000 employees in more than 50 countries. Our reported sales in 2023 were $8.4 billion. Learn more at www.averydennison.com.

Vestcom is a standalone business unit of Avery Dennison, a Fortune 500 leader in materials science and packaging materials. Learn more at www.vestcom.com.

Job Description

The HR Leader – Commercial Teams for Identification Solutions and Vestcom will be responsible to oversee all elements of Human Resource for the Identification Solutions Logistics, Food and Channel teams as well as Customer Service. In addition, this role will provide support for the Retail Technology Solutions, Vestcom Media Solutions and Strategy, Innovation and Product Development Team for Vestcom. 

Preferred Locations: Dallas, TX; Cincinatti, OH; Chicago, IL

Key Areas of Responsibility
General:
● Provide HR business partnering and consultative support to senior leaders
● Act as a member of the Human Resource Leadership Team – actively participating on team to make key functional strategic decisions and deliver transformation project work to drive continuous improvement into our service and program offerings
● Work with the broader teams to establish HR standard work into HR service delivery and using analytics as a basis for decision making.
● Act as a guide on strategic workforce planning, Talent Acquisition and Management Strategy, salary budget planning and other standard processes for business partners.
● Regularly and proactively engage in direct communication with the Executive Leadership team on key human resources matters.
● Part of this responsibility includes identifying risks and recommending solutions to ensure we proactively manage both the needs of manufacturing and operations customer group, the HR function and the organization as a whole
● Projects and day to day work are moderate to complex in nature with medium to significant impact to Vestcom and IDS
● Uses data driven scorecards and metrics to drive continuous improvement in processes and organizational effectiveness.
● Outstanding judgment, sensitivity and high discretion
● Ensures compliance with internal policies, procedures and internal controls in accordance with the Sarbanes- Oxley Act 2002 Section 404.

Employee Engagement:
● Disciplined follow through on engagement survey results and action plans
● Ensure proactive positive Employee Relations are in place at all locations within scope of responsibility – implementing programs and monitoring mechanisms to ensure high levels of employee engagement, reduced levels of attrition and improve overall employee satisfaction
● Promote a coherent organizational culture that positions IDS/Vestcom as an employer of choice
● Partner with Total Rewards Manager to develop a Total Rewards/Pay philosophy, regularly review compensation and benefits market data, monitor pay practices and proactively address issues, benefits enrollment process, manage leave administration etc.

Talent Acquisition and Management:
● Act as a steward for Talent Management within own team and customer group – teaching, role modeling and driving talent work that will enable enhanced organizational effectiveness
● Drive talent management strategies to ensure effective staffing alignment with the needs of the business.
● Develop a recruiting strategy using digital systems and tools to attract talent.
● Identify critical talent needs, develop core competencies and corresponding development opportunities, and engage leadership in succession planning at all levels including production.
● Lead the effective and efficient administration of the performance management process, making sure that the organization’s managers are equipped to engage in constructive and ongoing feedback and coaching, collaborate effectively when co-managing staff, and encourage staff to actively participate in