Job Title

Manager, People Partnering

Job Description Summary

The Manager, People Partnering, plays a critical role in supporting corporate functions by delivering impactful HR solutions and contributing to people initiatives that align with business strategies. This role focuses on providing hands-on HR partnership and operational support to leaders and employees. The Manager will also collaborate with senior HR leaders to ensure seamless execution of HR programs and foster a cohesive, high-performing culture.

Job Description

Key Responsibilities:

HR Partnership & Support:

Serve as a trusted advisor to managers and employees, providing guidance on HR policies, processes, and best practices.Support the implementation of HR strategies that align with business needs and priorities.

Talent Management Support:

Assist with workforce planning and talent reviews, identifying opportunities to strengthen the talent pipeline.Provide support for employee development initiatives, including training programs and career pathing efforts.

Employee Relations:

Address day-to-day employee relations matters, ensuring issues are resolved promptly and effectively.Proactively coach managers on handling performance and engagement challenges.

Compensation & Benefits Coordination:

Partner with the Total Rewards team to provide input on compensation matters and ensure alignment with organizational frameworks.Conduct preliminary analyses to support equity and consistency in pay and benefits.

Culture & Engagement:

Contribute to initiatives that promote an inclusive and high-performance culture.Support engagement surveys and action planning to improve the employee experience.

Organizational Development:

Assist with change management initiatives by coordinating communication, training, and support for employees.Partner on projects aimed at improving leadership capabilities and team effectiveness.

Data & Insights:

Use HR data to identify trends and provide actionable insights to HR leaders and business partners.Support reporting needs and ensure data accuracy in HR systems.

Collaboration:

Work with cross-functional HR teams to implement global HR programs and initiatives.Provide feedback and input to enhance HR processes and tools.

Continuous Improvement

Identify opportunities to streamline HR processes, enhance efficiency, and improve service delivery for employees and managers.Partner with cross-functional teams to implement process improvements that align with global HR standards and business needs.Regularly review and analyze HR policies, procedures, and systems to ensure alignment with best practices and evolving business requirements.

INCO: “Cushman & Wakefield”