Strategic People Partner Manager
hace 2 semanas
Mission:
The primary mission of the Senior Manager of People Operations is to spearhead the strategic integration of human resources initiatives with the broader business goals of the organization, ensuring alignment with the long-term vision and strategy. This role demands extensive expertise in people management and leadership, with the capacity to drive transformation across various departments, influence executive decision-making, and cultivate a culture of continuous improvement and high performance.
The Senior Manager must exhibit proactive leadership, guiding the People team to achieve and surpass organizational objectives.
Key Responsibilities:
- Oversight and Strategy : Direct the strategy and execution for the entire employee lifecycle, from workforce planning and recruitment to development and 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 objectives, resource allocation, and financial considerations. Serve as a key advisor in defining long-term people strategies.
- Executive Reporting : Conduct weekly and monthly communications with executive leadership and department heads, offering 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 key HR programs and interventions.
- Talent Quality Assurance : Guarantee the development and maintenance of robust, data-driven hiring processes, including the optimization of scorecards, job descriptions, and the knowledge database, focusing on the highest standards of candidate selection.
- Process Innovation : Drive initiatives to continually enhance HR processes in alignment with centers of expertise, including onboarding, performance management, and talent development, ensuring they adhere to best practices and business needs.
- Performance Management Strategy : Oversee the implementation of performance management processes across multiple departments, ensuring consistency, fairness, and alignment with organizational goals. Supervise talent calibration and performance reviews, ensuring adherence to the company's performance standards.
- Strategic Talent Development : Ensure that all high-potential employees have 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 : Manage the implementation of Performance Improvement Plans (PIPs) for underperformers, collaborating with department heads to take prompt and decisive actions when necessary.
- 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.
- 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 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.
- 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 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 collaborate with the Process and Audit Excellence Center (PPAEC) to ensure all HR practices adhere to the operational framework.
- 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 teams, bringing a strategic HR perspective to cross-functional projects, and ensuring the successful execution of HR-related deliverables.
- 7+ years of solid experience as a People/HR Manager or Director in dynamic organizations - MANDATORY
- Certified project management experience or willingness to enroll in a 4-month asynchronous PM training funded by the company - MANDATORY
- Practical oral and written communication skills in English, having utilized that language in a professional context for at least 1 year - MANDATORY
- Experience in defining KPIs and Dashboards
- Strong background in analyzing and enhancing cross-functional processes
- Proactive ownership of projects and issues
- Ability to manage multiple projects, areas, and stakeholders simultaneously
- Experience in creating process flows and documentation
- Open-minded and empathetic individual passionate about people development
- Unwavering attention to detail and follow-through
- Availability and flexibility with excellent time management skills
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