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Miami, Florida, United States
Onsite
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, visit www.amcor.com I LinkedIn I Glassdoor I Facebook I YouTube
The Global Executive Search Senior Manager is responsible for defining and delivering the organisation’s global executive hiring strategy, ensuring the attraction, engagement, and appointment of high-impact senior leaders.
As part of establishing a more centralised Talent Acquisition model, this role will play a key part in building and embedding the organisation’s internal executive search capability.
Operating within the Global Talent Acquisition Centre of Excellence, the role partners closely with Executive Leadership, HR, and Regional TA teams to proactively identify and engage top executive talent. Acting as a trusted advisor, the role combines high-touch search execution with strategic insight to strengthen leadership capability and ensure the organisation is competitively positioned to attract diverse, high-calibre executive talent.
JOB DIMENSIONS & SCOPE
Owns and delivers global executive hiring (Senior Director, VP/ critical roles)
Plays a key role in building internal executive search capability and approach
Works directly with Executive Committee, senior business leaders, and HR leadership
Reports to the Global Head of Talent Acquisition
Acts as a core member of the Global TA Centre of Excellence
Leads proactive executive talent mapping and pipelining globally
Partners closely with Regional TA Heads and HRBPs
Defines approach to external search firm utilisation and governance
Manages a team of 2 Executive Search Partners
PRINCIPAL ACCOUNTABILITIES
1. Executive Search Delivery
Manage confidential, high-impact searches across geographical regions with professionalism, discretion, and strong stakeholder alignment
Partner with business leaders to define role requirements, success profiles, and tailored search strategies
Deliver a high-quality, high-touch candidate experience across all executive hiring processes
Support offer development, negotiation, and closing of senior candidates
Ensure delivery through your own search mandates and through team members
2. Proactive Sourcing & Talent Engagement
Proactively source and engage senior talent through direct sourcing, networking, and market mapping
Build and maintain strong relationships with executive talent, industry networks, and professional communities
Develop and embed proactive executive sourcing methodologies as part of the internal search capability
Deliver innovative engagement strategies to attract and influence passive executive candidates
3. Strategic Talent Advisory
Act as a trusted advisor to senior leadership, providing insight on talent markets, competitor activity, and hiring strategies
Influence hiring decisions through data-driven insights and market intelligence
Partner with stakeholders to shape hiring strategies aligned to long-term business and transformation priorities
Champion inclusive executive hiring practices, ensuring diverse leadership pipelines
4. Executive Talent Pipelining
Build and maintain global executive talent pipelines aligned to critical roles and future succession needs
Conduct structured market mapping for key leadership positions across regions and functions
Establish scalable approaches to long-term executive talent engagement as part of building internal capability
5. External Search & Process Governance
Define and manage relationships with external executive search partners, ensuring quality, consistency, and value
Establish clear guidelines for when and how external firms are used, supporting a shift toward in-house delivery
Ensure effective use of ATS and talent systems for tracking, reporting, and compliance
Provide regular reporting and insights on search progress, market conditions, and hiring outcomes
6. Global TA Leadership Contribution
Contribute to the Global TA Leadership Team, shaping overall TA strategy and capability
Support the development of a best-in-class, globally aligned executive hiring model
Partner with Global Sourcing and Regional TA leaders to ensure consistent and scalable approaches
Share insights and best practices to continuously elevate executive hiring capability globally
MAJOR CHALLENGES & COMPLEXITIES
Building an effective in-house executive search capability within a newly centralised model
Managing highly confidential and business-critical hiring processes
Influencing and advising senior stakeholders in a global matrix environment
Engaging passive, high-demand executive talent in competitive markets
Balancing speed, quality, diversity, and stakeholder expectations
KEY INTERNAL RELATIONSHIPS
Executive Committee and Senior Leadership
Global HR Leadership
Regional Heads of Talent Acquisition
HR Business Partners
KEY EXTERNAL RELATIONSHIPS
Executive talent networks and communities
External executive search firms
Industry associations and leadership forums
QUALIFICATIONS / REQUIREMENTS
Formal Qualifications and Experience
Significant experience (15 years+) in executive search (in-house or retained search firm, ideally both)
Proven track record delivering complex, senior-level global searches
Experience of building internal executive search capability is highly desirable
Experience operating in a multinational, matrix organisation
Strong understanding of global talent markets and executive hiring dynamics
Bachelor’s degree or equivalent experience
Specific Skills and Abilities
Strong proactive sourcing and talent engagement capability at executive level
Ability to build and embed new approaches and ways of working
Exceptional stakeholder management and influencing skills
Ability to act as a credible advisor to senior leadership
High levels of judgement, discretion, and professionalism
Data-driven mindset with ability to translate insights into hiring strategies
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:
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.
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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)
