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Senior Manager of People Operations

hace 2 meses

Montevideo, Montevideo, Uruguay Trafilea A tiempo completo

Mission:

The role of the Senior Manager of People Operations is to spearhead the strategic integration of human resources initiatives with the company's core business goals, ensuring alignment with the long-term vision and strategy of the organization. This position demands extensive knowledge in people management and leadership, with the capability to drive transformation across various departments, influence executive decision-making, and cultivate a culture of continuous improvement and high performance.

The Senior Manager must be a proactive leader, adept at guiding the People team to achieve and surpass organizational objectives.


Key Responsibilities:

Strategic Leadership in Employee Lifecycle Oversight and Strategy : Direct the strategy and execution for the entire employee lifecycle, from workforce planning, recruitment, development, to retention, ensuring alignment with business objectives and scaling practices to meet future organizational demands. Cross-functional Collaboration : Work closely with executive leadership, Talent Acquisition, Total Rewards, and other departments to prioritize initiatives based on strategic goals, resource allocation, and financial limitations. Serve as a key advisor in defining long-term people strategies. Executive Communication and Stakeholder Management Executive Reporting : Conduct weekly and monthly communications with executive leadership and department heads, providing insights on hiring progress, talent management outcomes, and strategic HR initiatives. Customize communications to address strategic objectives and key performance indicators. Stakeholder Alignment : Ensure all people initiatives align with the needs and expectations of senior leadership, fostering buy-in and support for essential HR programs and interventions. Quality Assurance and Process Optimization Talent Quality Assurance : Guarantee the development and maintenance of robust, data-driven hiring processes, including the optimization of scorecards, job descriptions, and the Confluence database, focusing on the highest standards of candidate selection. Process Innovation : Lead initiatives to continuously enhance HR processes in alignment with centers of expertise, including onboarding, performance management, and talent development, ensuring they align with best practices and business needs. Leadership in Performance Management and Talent Development Performance Management Strategy : Oversee the implementation of performance management processes across multiple departments, ensuring consistency, fairness, and alignment with organizational goals. Supervise talent calibration, performance reviews, and adherence to the company's performance standards. Strategic Talent Development : Ensure that all top talent has comprehensive Individual Development Plans (IDPs) aligned with long-term career paths and business needs. Monitor progress and outcomes, adjusting development strategies as necessary. Intervention and Support : Supervise the implementation of Performance Improvement Plans (PIPs) for underperformers, collaborating with department heads to take prompt and decisive actions when necessary. Engagement and Cultural Development Engagement Strategies : Design and implement comprehensive engagement strategies based on Employee Net Promoter Score (eNPS) data and other feedback mechanisms. Drive initiatives that enhance organizational culture and employee satisfaction. Cultural Leadership : Act as a steward of the company culture, ensuring that all people initiatives reinforce the desired culture and values. Lead initiatives to develop and sustain a high-performance culture across the organization. Training and Organizational Development Strategic Training Oversight : Lead the assessment of training needs at both departmental and organizational levels, ensuring alignment with strategic objectives. Collaborate with Learning & Development to deliver training programs that drive performance and capability growth. Organizational Development Leadership : Lead organizational structure reviews and transformation projects, identifying opportunities for improvement and aligning structures with long-term business strategies. Rewards Strategy Rewards Review Leadership : Collaborate with Total Rewards to lead the strategy and execution of compensation reviews, ensuring alignment with market trends, internal equity, and business performance. Communicate outcomes and strategic decisions to senior leadership. Rewards and Recognition Strategy : Lead the design and implementation of recognition and reward programs that support the company's strategic objectives and drive engagement. Leadership Coaching and Development Executive Coaching : Provide high-level coaching and development support to senior leaders and executives, ensuring alignment with business objectives and fostering leadership capabilities. Mentorship and Development : Act as a mentor and coach to People Business Partners and other HR professionals, nurturing the next generation of HR leaders. Policy Governance and Compliance Policy Leadership : Ensure that all People policies and processes comply with legal requirements and align with best practices. Serve as a senior advisor on policy implementation and disciplinary actions. Compliance and Audit : Oversee compliance with internal audits and partner with the Process and Audit Excellence Center (PPAEC) to ensure all HR practices adhere to the Trafilea Operational framework. Organizational Transformation and Project Leadership Transformation Leadership : Lead and support organizational transformation projects, ensuring that people strategies and initiatives align with overall business transformation goals. Project Management : Actively participate and lead in relevant squads, bringing a strategic HR perspective to cross-functional projects, and ensuring the successful execution of HR-related deliverables. Requirements: 7+ years of solid experience acting as a People/HR Manager or Director in fast-paced companies - MANDATORY Certified project management experience or willingness to enroll in a 4-month asynchronous PM training paid by the company - MANDATORY Practical oral and written communication skills in English, having used that language to work on a daily basis for at least 1 year - MANDATORY Experience defining KPIs and Dashboards Strong experience analyzing and improving cross-functional processes Proactivity in taking ownership of projects and issues Capability to manage several projects, areas, and stakeholders simultaneously Experience creating process flows and documentation Be an open-minded and empathetic person who is passionate and committed to people's development. Unwavering attention to detail and follow-through. Availability and flexibility to work with excellent time management skills