CHEP helps move more goods to more people in more places than any other organization on earth via our 347 million pallets crates and containers. We employ approximately 13000 people and operate in 60 countries. Through our pioneering and sustainable share-and-reuse business model the worlds biggest brands trust us to help them transport their goods more efficiently safely and with less environmental impact.

What does that mean for you Youll join an international organization big enough to take you anywhere and small enough to get you there sooner. Youll help change how goods get to market and contribute to global sustainability. Youll be empowered to bring your authentic self to work and be surrounded by diverse and driven professionals. And you can maximize your work-life balance and flexibility through ourHybrid Work Model.

Job Description

Key Responsibilities May Include:

• Act as a trusted HR business partner to programme leadership senior stakeholders and impacted teams shaping organisational design and workforce strategies that enable transformation success.
• Lead the design of operating models team structures and roles working collaboratively with HR Business Partners and L&D to ensure capability frameworks and workforce transition plans are aligned to programme objectives.
• Conduct end-to-end analysis of people impacts partnering with HR and business leaders to develop mitigation plans for organisational risks related to structure capability and workforce transitions.
• Drive adoption of new ways of working through a people-first data-driven approach ensuring readiness and engagement across all impacted teams.
• Serve as the central conduit between programme teams leadership HR CoEs and L&D maintaining visibility of total organisational impact and providing input into governance forums.
• Use workforce analytics and modelling to inform organisational design decisions track progress and report on transformation milestones from a people and capability perspective.
• Support post-implementation activities including onboarding role transitions and feedback loops partnering with HR and L&D to stabilise operations and embed new skills.
• Collaborate with Learning & Development and Talent Acquisition to identify skill gaps deliver upskilling and reskilling initiatives and ensure capability development plans are integrated into transformation programmes.

Remote Type

Skills to succeed in the role

We are an Equal Opportunity Employer and we are committed to developing a diverse workforce in which everyone is treated fairly with respect and has the opportunity to contribute to business success while realizing his or her potential. This means harnessing the unique skills and experience that each individual brings and we do not discriminate against any employee or applicant for employment because of race color sex age national origin religion sexual orientation gender identity status as a veteran and basis of disability or any other federal state or local protected class.

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