About Us:

BW Packaging is driving performance at the intersection of people, technology, and customer care. As part of the privately held Barry Wehmiller family, we unite a global team of packaging experts with a clear purpose: People Who Care, Building Solutions that Perform. We take on our customers’ toughest challenges as our own — delivering both innovative and enduring solutions that set the standard for value and performance. Our strength comes from our people and the power of our brands — trusted names in packaging that are known worldwide for engineering excellence, application expertise, and lifetime commitment to customer success. Truly Human Leadership guides our belief that exceptional business results and profound respect for people together provide the foundation of enduring success. We are committed to forging lasting partnerships with our customers, earning their trust through integrity, expertise, and execution. With our full range of packaging solutions and long term partnership and service, we help customers achieve operational excellence today while building the future of packaging together.

 

Barry-Wehmiller is a diversified global supplier of engineering consulting and manufacturing technology for the packaging, corrugating, sheeting and paper-converting industries. By blending people-centric leadership with disciplined operational strategies and purpose-driven growth, Barry-Wehmiller has become a $3 billion organization with nearly 12,000 team members united by a common belief: to use the power of business to build a better world.

 

Job Description:

The Lead, Business & Workforce Analytics designs and delivers insights that strengthen compensation decisions, business performance, and workforce planning across BW Packaging. Serves as a strategic partner to senior leaders in People, Commercial, Product, Operations, and Finance, translating complex compensation and workforce data into actionable intelligence that drives better, more consistent decisions.  Owns the planning, coordination, and execution of recurring compensation and workforce activities, bringing disciplined project management, cross-functional alignment, and clear, scalable communication that strengthens execution today and reduces complexity over time.

Develops and refines analytical frameworks, reporting capabilities, and forecasting tools that improve compensation visibility, internal equity, market alignment, incentive planning, and workforce health insights such as attrition, retention, and engagement trends. Establishes and manages the annual and in-year operating cadence for compensation and workforce analytics, including timelines, data readiness, stakeholder inputs, validation cycles, approvals, and downstream communications. Advances organizational maturity in compensation by designing, administering, and continuously improving repeatable processes, creating a stronger cadence of reviews, and embedding data integrity and transparency across the enterprise.

Operates as both a strategic advisor and pragmatic problem solver, balancing long-range analytics and governance work with day-to-day execution, administration, and issue resolution. Improves systems and processes while owning the operational delivery of analyses, reports, tools, internal communications and leader material. Builds trust through proactive communication, clarity, collaboration, and a commitment to enabling improved decision quality for leaders across the organization.

Acts as a thought partner to People and Finance executives, shaping compensation governance, workforce planning strategy, and data-driven decision frameworks that strengthen Packaging’s long-term talent and financial health. Translates strategy into executable project workplans, coordinates across People, Finance, and business leaders, prepares executive-ready materials, and serves as the point of accountability for follow-through, documentation, and ongoing administration.
 

Key Responsibilities

Compensation Analysis, Governance & Administration

• Lead compensation reporting, modeling, and analysis to support internal equity, market alignment, and ongoing talent decisions.
• Lead the payment cycle processes for quarterly and annual incentives through effective project management, communication, and timely submission of incentive data into HRIS systems
• Build a structured annual and in-year cadence for compensation reviews, including market benchmarking and pay equity assessments.
• Strengthen data integrity by cleaning, standardizing, and governing compensation data within Workday and related systems.
• Translate compensation findings into clear and actionable recommendations for People Partners, business leaders, and executives.
• Support harmonization efforts across legacy divisions to ensure consistency, fairness, and fit within BW job architecture.

Incentive Planning & Program Enablement

• Partner with executive and functional leaders on incentive plan design, modeling, and evaluation.
• Develop forecasting tools, plan documentation, and communication materials for incentive cycles.
• Ensure alignment between incentive programs, performance expectations, and financial outcomes.
• Contribute to multi-year roadmap development for global incentive programs as BW Packaging matures its People and Performance systems.
• Provide analytical insight to evaluate the effectiveness of existing plans and recommend design improvements.

Workforce & Business Analytics

• Develop reporting, dashboards, and tools that provide timely and accurate insight into workforce and financial trends.
• Partner with senior leaders to interpret data and shape decisions related to workforce structure, capability, and investment.
• Analyze workforce health indicators including attrition, retention, and engagement trends to inform leadership decisions and support long-term workforce stability.
• Define and execute a roadmap for workforce and business analytics aligned with enterprise priorities.

Cross-Functional Leadership & Collaboration

• Collaborate with People Technologies to enhance Workday reporting and compensation capabilities.
• Partner with Finance and People teams, Operations, Product, and Commercial teams to integrate compensation analytics into broader business planning.
• Model best practices in analytical thinking, communication, and prioritization to build capability across the organization.
• Champion data integrity, transparency, and simplicity in decision-making.

Qualifications & Experience

• Bachelor’s degree in Business, Analytics, Finance, HR, or related field; advanced degree preferred
• 3+ years of professional experience or equivalent educational training
• Experience leading analytics or compensation-related initiatives within a complex and global or multi-division environment
• Strong proficiency in data analysis, visualization, modeling, and scenario planning
• Understanding of compensation principles including internal equity, market pricing, job architecture, and incentive design
• Experience with workforce planning, business operations, and financial modeling preferred
• Workday or similar HRIS analytics and reporting experience strongly preferred
• Ability to influence senior stakeholders and guide decision-making with clarity and context
• Flexibility to take on evolving responsibilities in response to strategic priorities and business needs
• Demonstrated ability to lead change, drive adoption of new processes, and influence across a matrixed organization

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At Barry-Wehmiller we recognize that people come with a wealth of experience and talent beyond just the technical requirements of a job.  If your experience is close to what you see listed here, please still consider applying.  We know that our differences often can bring about innovation, excellence and meaningful work—therefore, people from all backgrounds are encouraged to apply to our positions.  Please let us know if you require reasonable accommodations during the interview process. ​

Barry-Wehmiller is an equal opportunity employer. M/F/D/V This organization uses E-Verify.

 

Applicants may be subject to pre-employment screening which may include drug screening, reference checks, employment verifications, background screening and/or skills assessments.

 

Company:

Packaging Platform Corporate