Job Title

Senior HR People Partner

Job Description Summary

The Senior HR People Partner reports directly to the HR Director, People Partner and plays a crucial role in partnering with business leaders to enable success. This role involves advising on people matters, supporting business strategies, and proactively communicating HR needs. Responsibilities encompass organization design, employee relations, performance management, employee engagement, leadership coaching, talent management, workforce planning, and change management.
Collaborating closely with the People Team Centres of Excellence (COEs), the Senior People Partner ensures compliance with employment laws and regulations, while providing innovative and commercially sensible employee relations solutions. The role includes leading specific HR projects supported by data and analytics and offering tailored HR guidance. Within a globally matrixed organization, this role also shares leadership responsibilities, supporting both the assigned business portfolio and country objectives, thus promoting a shared corporate culture and values.

Job Description

Develop Trusted Advisor Relationships:

·         Understand business strategy and help leaders design effective organizations and people solutions.

·         Work closely with business leaders and managers to implement impactful people strategies that drive growth, operational excellence, and high performance.

·         Regularly provide visibility into the outcomes of people initiatives, metrics, organizational trends, and regulatory/statutory changes using data analytics.

·         Proactively meet with and counsel key business leaders.

·         Provide appropriate coaching and feedback to leaders and managers.

·         Offer proactive and timely solutions for employee retention, engagement, performance management, and employee relations concerns.

·         Demonstrate high integrity, professionalism, and authenticity in communication, while championing progressive, best-in-class people practices.

HR Business Partnering:

·         Manage end-to-end HR services delivery across the employee lifecycle, including workforce planning, onboarding, talent acquisition, succession management, leadership development, employee engagement, performance and reward, and diversity & inclusion.

·         Facilitate the annual talent and performance management processes, and support organizational design and development in line with business priorities.

·         Collaborate with HR COE teams to deliver a seamless HR experience for leaders and employees.

·         Anticipate and manage risks associated with critical talent loss, leveraging internal talent and understanding local markets to attract, retain, and grow top talent.

·         Promote employee engagement and initiatives that enhance the Employer Brand Value proposition.

·         Actively support diversity, equity, and inclusion in all aspects of people and culture.

·         Provide advice on market trends, reporting, and analytics to ensure all HR requirements are met in collaboration with the wider HR team.

·         Ensure adherence to required training on performance management, compliance, health, safety, security, and diversity & inclusion.

·         Counsel leaders and the HR team on compliance matters related to local employment laws and culture.

Employee Relations - Investigations, Restructures, Performance Management:

·         Minimize risk by actively responding to and addressing employee concerns promptly.

·         Conduct investigations as necessary, adhering to best practices.

·         Collaborate with leaders on restructures to ensure legal compliance and commercial justification.

·         Work with legal counsel on complex or sensitive issues as needed.

·         Lead and support performance management of underperforming employees, including developing Performance Improvement Plans where appropriate.

·         Foster strong industrial relations by working with union leaders and members, handling grievances, resolving conflicts, and negotiating collective agreements as needed.

·         Provide solutions and manage legal risks appropriately.

·         Represent the organization in conciliation or mediation proceedings.

Prepare materials for hearings, involving external legal counsel when necessary.

INCO: “Cushman & Wakefield”