People Business Partner Sr Manager

Description

Mission:

The mission of the People Business Partner Sr. Manager is to lead the strategic alignment of human resources initiatives with the company's overarching business objectives, ensuring these align with the long-term vision and strategy of the organization. This role requires deep expertise in people management and leadership, with the ability to drive transformation across multiple departments, influence executive decision-making, and develop a culture of continuous improvement and high performance.

The Sr. Manager must be a proactive leader, capable of steering the People team to meet and exceed organizational goals.

This is a contractor position, so you can provide services from anywhere in the world as long as you can adapt to the Uruguayan timezone.

Main Accountabilities:

Strategic Leadership in Contributor’s Lifecycle

• Oversight and Strategy : Lead the strategy and execution for the entire contributor lifecycle, from contributor planning, acquisition, development, to retention, ensuring alignment with business goals and scaling practices to meet future organizational needs.
• Cross-functional Collaboration : Collaborate closely with executive leadership, Talent Acquisition, Total Rewards, and other departments to prioritize initiatives based on strategic objectives, resource allocation, and financial constraints. Act as a key advisor in defining long-term people strategies.

Executive Communication and Stakeholder Management

• Executive Reporting : Lead weekly and monthly communication with executive leadership and department heads, providing insights on hiring progress, talent management outcomes, and strategic HR initiatives. Tailor communications to address strategic objectives and key performance indicators.
• Stakeholder Alignment : Ensure all people initiatives are aligned with the needs and expectations of senior leadership, driving buy-in and support for key HR programs and interventions.

Quality Assurance and Process Optimization

• Talent Quality Assurance : Ensure the development and maintenance of robust, data-driven hiring processes, including the optimization of scorecards, job descriptions, and the Confluence database, with a focus on ensuring the highest standards of candidate selection.
• Process Innovation : Lead initiatives to continually improve HR processes in alignment with the centers of expertise, including onboarding, performance management, and talent development, to ensure they are aligned with best practices and business needs.

Leadership in Performance Management and Talent Development

• Performance Management Strategy : Lead the implementation of performance management processes across multiple departments, ensuring consistency, fairness, and alignment with organizational goals. Oversee talent calibration, performance reviews, and ensure adherence to the company’s performance standards.
• Strategic Talent Development : Ensure that all top talent has robust Individual Development Plans (IDPs) aligned with long-term career paths and business needs. Monitor progress and outcomes, making adjustments to development strategies as necessary.
• Intervention and Support : Oversee the implementation of Performance Improvement Plans (PIPs) for low performers, working with department heads to take swift 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 contributor satisfaction.
• Cultural Leadership : Act as a custodian 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 a departmental and organizational level, ensuring alignment with strategic objectives. Partner 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 : Partner 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, developing the next generation of HR leaders.

Policy Governance and Compliance

• Policy Leadership : Ensure that all People policies and processes are compliant with legal requirements and aligned with best practices. Act as a senior advisor on policy implementation and disciplinary actions.
• Compliance and Audit : Oversee the 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 are aligned 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 willing 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 at the same time
• 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.
• Have availability and flexibility to work with excellent time management skills