Sr. Relations Partner; REMOTE

Grand Island, Grand Rapids, Michigan, Illinois, Indiana, Indianapolis, Indiana, Lester Prairie, Louisville, Kentucky, Maryland, Memphis , Tennessee, Michigan, Minneapolis, Minnesota, Minnesota, Nashville, Tennessee, New Jersey, New York, Ohio, Pennsylvania, Philadelphia, Pennsylvania, Pittsburg, Pennsylvania, St. Paul, Minnesota

Sealed Air designs and delivers packaging solutions that protect essential goods transported worldwide, preserve food, enable e-commerce and digital connectivity, and help create a global supply chain that is touchless, safer, less wasteful, and more resilient. We strive to foster a caring, high-performance growth culture that will deliver consistent, sustainable profitable growth and accelerate our performance - a culture where accountability is clear and aligned, and where we reward business outcomes and impact.

That culture guides everything we do, including how we partner with our customers and suppliers, how we attract and retain top talent, and how we create and deliver value to our stakeholders. In 2025, Sealed Air generated $5.4 billion in sales and has approximately 16,100 employees who serve customers in 119 countries/territories. To learn more, visit

Sealed Air is committed to attracting, selecting, and developing talent that reflects the diversity of the communities and customers we serve. We take pride in our selection process to identify, infuse, and grow talent to align with our culture, values, and norms. Sealed Air prioritizes talent development, fostering a culture of continuous growth and career progression. The company is committed to providing equal employment opportunities to all applicants for employment and to all employees, without regard to race, color, religion, gender identity or expression, national origin, age, protected disability, veteran status, or any other protected status in accordance with applicable federal, state and local laws.

• Employee Communications:
  Respond to Tier 2 employee inquiries from employees, or escalated from People Services or Managers, and provide support as needed.
• New Employee Orientation:
  Lead new hire HR orientation sessions for new hires to ensure a smooth onboarding experience.
• Employee Engagement Strategy:
  Collaborate with leadership and HRBPs to develop, implement, and manage engagement surveys, manager training programs, and action plans to enhance employee satisfaction and retention.
• Compensation and Benefits:
  Administer and review DMC and Professional wage evaluations and ensure alignment with company policies and industry standards.
• Accommodation Meetings:
  Facilitate accommodation meetings with employees to address workplace accommodations in accordance with company policies and legal requirements.
• Worker's Compensation:
  Partner with People Services, EHS, and Leave Team to ensure the process is effectively managed.
• Integrity Line Calls:
  Handle and respond to calls received through the Integrity Line, ensuring proper follow-up and resolution of concerns.
• Employee Relations:
  Conduct local investigations into employee complaints and concerns, provide support for disciplinary actions, including Performance Improvement Plans (PIPs), and assist in the termination process. Monitor trends and identify opportunities for proactive interventions to improve workplace culture.
• Manager Training:
  Assist in developing and delivering training related to employee relations, leadership behaviors, culture, and workplace conduct.
• Termination Management:
  Oversee the termination process, including delivery to the employee, preparing compliance reviews, submitting documentation to People Services, and managing hot terminations with legal support.
• Unemployment Claims:
  Participate in unemployment claim hearings, representing the company's position and ensuring appropriate documentation and support.
• Union Relations:
  Handle union grievances and support arbitration processes as necessary.
• Customer Audits & Compliance:
  Provide supporting documentation for customer and internal audits, ensuring compliance with contract terms and regulatory requirements.
• Emergency & Disaster Response:
  Lead HR's role in emergency or disaster response, ensuring timely communication and support to employees.
• EEOC Response:
  Review and prepare responses to EEOC claims and inquiries, ensuring legal compliance and protecting the company's interests.
• Compliance Management:
  Ensure…