As Global Head of Research & Leadership Advisory at JRG Partners, I have ranked the top 10 most in-demand executive roles in Packaging for 2026 based on our search activity and the sector’s structural shifts. This is an industry balancing cost and scale against a sustainability transformation, where brand-owner demands, regulation, and material innovation are reshaping the leadership profile, and the roles below are where employer demand most exceeds available supply.
Key Takeaways: The Most Contested Packaging Leadership Roles
- Chief Operating Officer and VP of Sustainability top the demand list, reflecting sustainability mandates from brand owners and regulators are forcing material in.
- Technology and transition-specific roles now compete directly with traditional operational seats for board attention.
- Most of these roles require candidates who are currently employed and must be recruited through direct, retained approach.
- Compensation for the scarcest roles is being pulled upward as employers bid against adjacent sectors.
- Succession gaps in several of these seats are a growing board-level risk.
Why These Roles, and Why Now
Three forces concentrate demand on the seats below. Sustainability mandates from brand owners and regulators are forcing material innovation and circular-economy strategy into the C-suite. Automation and manufacturing modernization demand operational leaders fluent in high-speed converting and Industry 4.0. Consolidation and cost pressure reward executives who deliver margin while investing in the sustainability transition. The result is a leadership market where these ten roles command disproportionate board attention and search investment.
The Top 10 In-Demand Executive Roles in Packaging
1. Chief Operating Officer
Demand for the Chief Operating Officer is driven by high-speed manufacturing and converting at scale. Employers competing for this profile should expect a thin market of currently-employed candidates and price the role against the sector’s most aggressive payers rather than internal history.
2. VP of Sustainability
Demand for the VP of Sustainability is driven by circular-economy strategy and brand-owner requirements. Employers competing for this profile should expect a thin market of currently-employed candidates and price the role against the sector’s most aggressive payers rather than internal history.
3. Chief Commercial Officer
Demand for the Chief Commercial Officer is driven by brand-owner relationships and pricing. Employers competing for this profile should expect a thin market of currently-employed candidates and price the role against the sector’s most aggressive payers rather than internal history.
4. VP of Innovation / R&D
Demand for the VP of Innovation / R&D is driven by sustainable material development. Employers competing for this profile should expect a thin market of currently-employed candidates and price the role against the sector’s most aggressive payers rather than internal history.
5. VP of Manufacturing
Demand for the VP of Manufacturing is driven by automation and Industry 4.0 deployment. Employers competing for this profile should expect a thin market of currently-employed candidates and price the role against the sector’s most aggressive payers rather than internal history.
6. Chief Financial Officer
Demand for the Chief Financial Officer is driven by consolidation economics and capital allocation. Employers competing for this profile should expect a thin market of currently-employed candidates and price the role against the sector’s most aggressive payers rather than internal history.
7. VP of Supply Chain
Demand for the VP of Supply Chain is driven by material sourcing and cost management. Employers competing for this profile should expect a thin market of currently-employed candidates and price the role against the sector’s most aggressive payers rather than internal history.
8. Chief Technology Officer
Demand for the Chief Technology Officer is driven by manufacturing technology and digitalization. Employers competing for this profile should expect a thin market of currently-employed candidates and price the role against the sector’s most aggressive payers rather than internal history.
9. VP of Quality
Demand for the VP of Quality is driven by food-contact and regulatory compliance. Employers competing for this profile should expect a thin market of currently-employed candidates and price the role against the sector’s most aggressive payers rather than internal history.
10. VP of Procurement
Demand for the VP of Procurement is driven by resin, fiber, and material cost command. Employers competing for this profile should expect a thin market of currently-employed candidates and price the role against the sector’s most aggressive payers rather than internal history.
What This Demand Picture Means for Employers
The concentration of demand on these ten seats has three implications: searches for them take longer and cost more, cross-sector sourcing is often unavoidable, and succession planning for these roles is now a strategic priority rather than an HR afterthought. Our guide to executive search in Packaging covers the sourcing and process discipline these roles require, and our Packaging compensation report benchmarks what they command.
Frequently Asked Questions
- Q: What is the most in-demand executive role in Packaging for 2026?
- A: The Chief Operating Officer leads sector demand, driven by high-speed manufacturing and converting at scale.
- Q: Which Packaging roles are hardest to recruit?
- A: The technology and transition-specific seats, VP of Innovation / R&D and VP of Manufacturing among them, because the required capabilities often sit outside the sector’s traditional bench.
- Q: Are these roles filled internally or externally?
- A: Increasingly externally for the transition-era seats, since the capabilities are new to the sector; traditional operational roles retain deeper internal benches.
- Q: How should employers compete for these roles?
- A: With mandate clarity, competitive and market-benchmarked packages, and a decisive process, since the strongest candidates field multiple approaches continuously.
Related Packaging Resources
See also Packaging executive search guide, Packaging executive compensation report, Packaging CEO hiring guide.
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Tanya Gallardo
Managing Director, Executive Search & AI Talent Strategy
Tanya Gallardo is the Managing Director of Executive Search & AI Talent Strategy at JRG Partners, leading C-suite and Board engagements across key growth sectors including Technology, Financial Services, and Manufacturing.
With over 18 years of experience specializing in disruptive technology leadership, Tanya is recognized as a leading authority on talent architecture for future-focused executive roles, such as the Chief AI Officer (CAIO) and Chief Digital Officer (CDO). Her expertise lies in accurately assessing the cultural fit and technical depth required to ensure a high return on investment (ROI) for critical leadership appointments.
Prior to her role at JRG Partners, Tanya held senior roles directing global talent acquisition strategies at a major publicly-traded technology firm, advising on organizational design and succession planning for emerging executive functions. She is a recognized speaker and contributor to industry events, sharing data-driven insights on executive compensation, leadership development, and the measurable business impact of C-suite talent.
