Talent Experience Partner

Arthur J. Gallagher · Lake Forest

Help Shape First Impressions That Last a Lifetime

At Reynolds Consumer Products, we believe the employee experience begins long before an employee's first day. It starts the moment someone says "yes" to joining our team. The Talent Experience Partner is a key member of the Talent Acquisition team responsible for designing, owning, and continuously improving programs and processes that shape the experience of candidates, new hires, hiring managers, and talent partners across Reynolds Consumer Products.

This role combines talent experience, program ownership, workforce insights, and continuous improvement. The Talent Experience Partner identifies opportunities, builds solutions, establishes operating rhythms, leverages data and feedback, and drives improvements across critical parts of the talent lifecycle.

A key area of responsibility is building and owning the tracking, reporting, and workforce visibility framework for Corporate contingent labor, creating a reliable source of truth and actionable insights for business and functional leaders.

The Talent Experience Partner also plays a highly visible role in welcoming new employees to Reynolds Consumer Products through facilitation and continuous improvement of the Day 1 New Hire Orientation experience, as well as ensuring Corporate new hires have a welcoming, prepared workspace when they arrive.

The ideal candidate is a builder who brings structure to ambiguity, sees opportunities for improvement, and can take an idea from concept through implementation and ongoing ownership.

Talent Experience Strategy & Program Ownership

Own and continuously evolve programs and processes that strengthen the candidate, new hire, and hiring manager experience.
Evaluate current-state experiences, identify gaps and friction points, and design scalable solutions that improve effectiveness and experience.
Establish measures of success and use data, feedback, and stakeholder insights to evaluate program effectiveness.
Translate Talent Acquisition strategy into practical programs, tools, processes, and experiences.
Build sustainable operating rhythms that create accountability and support consistent execution.
Bring forward recommendations and solutions rather than simply administering existing processes.
Identify opportunities to simplify, strengthen, and improve the way Talent Acquisition delivers service to candidates, hiring managers, and the business.

Candidate Experience

Champion the end-to-end candidate experience and identify opportunities to differentiate Reynolds Consumer Products throughout the hiring journey.
Design and improve candidate communications, resources, touchpoints, and experiences in partnership with TA Partners and TA leadership.
Identify candidate experience trends and opportunities through feedback, data, and direct observation.
Partner with TA Partners to support high-touch candidate experiences for critical, senior-level, and complex searches.
Proactively identify and address recurring candidate experience issues and recommend scalable solutions.
Help ensure candidate communications and experiences consistently reflect the Reynolds Consumer Products employee value proposition and employer brand.

New Hire, Preboarding, Workplace Readiness & Day 1 Experience

Own and continuously improve key elements of the experience between offer acceptance and Day 1, helping create a seamless transition from candidate to employee.
Facilitate Day 1 New Hire Orientation, creating a welcoming, engaging, and consistent introduction to Reynolds Consumer Products and the employee experience.
Own the ongoing evolution of the Day 1 orientation experience, regularly evaluating content, format, resources, and participant feedback to ensure it remains relevant and impactful.
Partner with HR, Talent Acquisition, business leaders, and other subject matter experts to coordinate meaningful orientation content and experiences.
Serve as a visible ambassador of Reynolds Consumer Products during Day 1 orientation, helping new employees understand the organization, culture, resources, and what they can expect as they begin their careers with the company.
Own and maintain the Corporate office seating chart, ensuring an accurate and current view of workspace assignments, availability, and upcoming needs.
Partner with hiring managers and appropriate stakeholders to determine and assign workspace for incoming Corporate new hires.
Coordinate workspace readiness for new hires in advance of Day 1, partnering with Facilities, IT, hiring managers, and other stakeholders as appropriate to ensure the employee's workspace is prepared and welcoming upon arrival.
Establish a consistent workplace-readiness process and timeline so workspace needs are identified and addressed proactively rather than at the point of hire.
Anticipate upcoming seating needs based on hiring activity and provide visibility into potential workspace availability, constraints, or issues.
Ensure changes in employee seating are reflected in the Corporate seating chart to maintain an accurate source of truth.
Evaluate the broader preboarding and Day 1 experience and identify opportunities to improve communication, preparedness, consistency, and engagement.
Partner across Talent Acquisition, HR, hiring managers, HR Services, IT, Facilities, and other functions to identify and resolve recurring new hire experience challenges.
Develop and improve new hire communications, resources, tools, and talent touchpoints.
Establish mechanisms for gathering new hire feedback and use those insights to recommend and implement improvements.
Measure the effectiveness of the preboarding and Day 1 experience and identify opportunities to continually strengthen the transition from candidate to employee.

Hiring Manager Experience

Help define and continuously improve the experience hiring managers have when partnering with Talent Acquisition.
Develop scalable tools, resources, communications, and solutions that make it easier for hiring managers to successfully navigate the recruiting and hiring process.
Gather and analyze hiring manager feedback and identify systemic opportunities for improvement.
Partner with TA leadership and TA Partners to address recurring pain points and improve consistency.
Support measurement of hiring manager satisfaction and translate findings into actionable recommendations.
Identify opportunities to strengthen the partnership between Hiring Managers, HR, and Talent Acquisition.

Corporate Contingent Labor Tracking & Reporting

Build and own the tracking and reporting framework for Corporate contingent labor, providing Talent Acquisition, HR, Finance, Procurement, and business leaders with accurate and timely visibility into the organization's contract workforce.

This responsibility is focused on workforce visibility, data integrity, reporting, and insights. The Talent Experience Partner does not manage contingent workers or own decisions regarding individual contractor engagements.

Build and maintain a comprehensive tracking framework for Corporate contingent labor, establishing a reliable source of truth for the organization.
Determine and establish the data standards and information required to provide meaningful visibility into the contingent workforce.
Maintain accurate information regarding contractor assignments, including department, hiring manager, role, staffing supplier, start date, anticipated end date, tenure, extensions, and conversion or separation activity.
Develop dashboards and recurring reporting that provide visibility into contingent worker headcount, organizational placement, tenure, upcoming assignment end dates, supplier utilization, and other relevant workforce trends.
Establish and own a regular reporting cadence for Talent Acquisition, HR, Finance, Procurement, and other appropriate stakeholders.
Proactively identify upcoming assignment end dates, aging engagements, missing information, data discrepancies, and other items requiring stakeholder awareness or action.
Partner with appropriate stakeholders to validate information and maintain data accuracy and completeness.
Analyze contingent labor data to identify trends, patterns, and areas requiring additional visibility or discussion.
Translate data into meaningful workforce insights rather than simply reporting raw information.
Provide leadership with clear, concise reporting that supports informed workforce discussions and decision-making.
Continuously evaluate and improve tracking methodologies, reporting tools, dashboards, and processes as business needs evolve.
Serve as the owner of Corporate contingent labor reporting and workforce visibility while maintaining clear accountability with Hiring Managers, HR, Procurement, Finance, and other functions for decisions regarding contractor engagements.

Talent Acquisition Programs & Continuous Improvement

Lead and contribute to Talent Acquisition initiatives designed to improve candidate experience, hiring manager experience, operational effectiveness, and workforce visibility.
Identify opportunities to eliminate unnecessary complexity and create scalable solutions.
Partner closely with TA Operations to ensure technology, process, data, and experience work together effectively.
Leverage iCIMS and other technologies to enable better experiences, data visibility, and decision-making.
Develop dashboards, scorecards, and measures that demonstrate program effectiveness and identify opportunities for improvement.
Support implementation and adoption of new Talent Acquisition programs, processes, tools, and resources.
Apply continuous improvement thinking and challenge processes that no longer serve candidates, hiring managers, Talent Acquisition, or the organization effectively.

Cross-Functional Partnership

The Talent Experience Partner works across functions and levels of the organization and must be comfortable influencing without direct authority.

Key partnerships include:

Talent Acquisition • HR Business Partners & HR Managers • Hiring Managers • Business Leaders • HR Services • Finance • Procurement • IT • Facilities • Staffing Suppliers • Candidates • New Hires

Success requires the ability to bring stakeholders together, establish clarity where processes or ownership may be ambiguous, use data to influence decisions, and drive work forward through partnership.

Required

Bachelor’s degree or equivalent combination of education and relevant experience.
Relevant experience in administrative/executive support, Talent Acquisition, Human Resources, talent programs, recruiting operations, HR operations, workforce analytics, or a related discipline.
Demonstrated experience building, implementing, or owning programs, processes, reporting capabilities, or solutions, rather than solely administering established processes.
Strong project and program management capabilities with the ability to move work from concept through implementation and ongoing ownership.
Strong facilitation and presentation skills, with the ability to engage groups and represent the organization effectively with new employees and internal stakeholders.
Strong analytical skills with the ability to organize data, identify trends, and translate information into meaningful insights.
Demonstrated ability to identify process gaps and develop practical, scalable solutions.
Strong relationship management and influencing skills, including the ability to drive progress across functions without direct authority.
Excellent written and verbal communication skills.
Strong attention to detail balanced with the ability to understand the broader business objective.
Strong judgment and ability to handle confidential or sensitive information appropriately.
Ability to operate effectively in an evolving environment where processes may still need to be defined, built, or improved.

Preferred

Experience supporting HR within a complex, multi-location organization.
Experience facilitating new hire orientation, onboarding programs, training, or other group experiences.
Experience supporting workplace planning, seating coordination, new hire readiness, or similar employee experience activities.
Experience developing workforce dashboards, reporting, metrics, or analytics.
Experience working with or reporting on contingent workforce populations.
Experience partnering with HR, Finance, Procurement, Facilities, IT, and staffing suppliers.
Experience with applicant tracking systems; iCIMS experience preferred.
Experience leading process improvement or change initiatives.

What Success Looks Like

The Talent Experience Partner is successful when they see an opportunity, bring structure to it, build a solution, implement it, measure it, and make it better over time.

Candidates experience Reynolds Consumer Products as thoughtful, professional, responsive, and engaging. New hires experience a seamless transition into the organization and arrive on Day 1 to an experience that feels intentional—from their welcome and orientation to having a workspace that is ready for them. Hiring managers experience Talent Acquisition as a credible, proactive, and easy-to-navigate partner. Talent Acquisition has better data, better processes, and better visibility because of the programs this individual owns.

For Corporate contingent labor specifically, success means Reynolds has a clear, accurate, and readily accessible view of its Corporate contingent workforce.

Leadership can readily understand who is working within the Corporate organization, where they are working, what roles they are supporting, how long they have been engaged, which assignments are approaching key dates, and where trends or issues warrant attention.

The Talent Experience Partner owns the visibility—not the workforce decisions. Their responsibility is to ensure the organization has reliable information and meaningful insights so the appropriate leaders can make informed decisions.

No unsolicited recruiter or agency inquiries, please.

RCP affords equal employment opportunities to applicants without regard to race, color, religion, age, disability status, sex, marital status, protected veteran status, pregnancy, national origin, genetics, genetic information, parental status, or any other characteristic protected by federal, state or local law. RCP conforms to the spirit as well as to the letter of all applicable laws and regulations.