Global HR Business Partner

at  Hotelbeds

HBX Group is the world’s leading technology partner, connecting and empowering the world of travel. We’re game-changers, disruptors, the people who bring together local and global brands in accommodation, transport, activities and payments through our network of 300,000 hotels worldwide, 60,000 hard to reach high value clients such as tour operators, travel agents and loyalty schemes across 140 source markets. We are tech-driven, with a customer-first philosophy, and commercial teams whose knowledge and relationships on the ground are second to none. And of course we have an amazing team! Our people, Team HBX Group, are the beating heart of the company who we encourage to ‘move fast, dream big and make the difference’ every day. In fact, we believe that it is tech + data + people that truly sets us apart in the market, alongside our ‘global approach, local touch’ mentality. We’re headquartered in Palma, Mallorca and employ around 3,500 people worldwide.

JOB DESCRIPTION:

Responsibilities:

• Support leaders in forecasting and planning leadership talent pipelines and organisational capability requirements in line with the function or business strategy
• Manage senior management talent and succession planning processes, leading Talent Panels with senior teams including development solutions and action planning
• Review key business performance targets to establish related talent implications with business leaders and facilitate and monitor the resource planning and senior hiring processes to ensure the right people with right capabilities are in right place and at right time and foster initiatives to aid global mobility
• Actively involved in identifying talent (internal and external) and nurturing current and emerging leaders, including on-boarding.
• Act as HR support for respective business area to define, develop and deliver the HR requirements to support major org change & development, including development of business cases
• Manage virtual, cross functional and global HR teams to deliver business specific change and development projects against plan (eg. org design, re-structures, M&A activity, business expansions and new market entries, divestitures and market exits, culture change, employee engagement)
• Champion the implementation, monitoring and measurement of org-wide culture change programme initiatives within respective business area.
• Facilitate a strong leadership and coaching culture by providing expert advice and guidance and acting as a coach and change agent to the leadership teams to enhance leadership capability and support behavioural change
• Support liaison between senior leaders and HR, monitor, broker and leverage HR services and resources ensuring business needs are understood and met and high quality, timely and consistent operational HR services are provided.
• Facilitate and contribute to the development and implementation of new and enhanced group-wide HR policies, frameworks, processes, systems and tools, representing the “voice of the business” and influencing the development of HR strategies and new opportunities to add value aligned to the strategic business agenda
• Oversee the multiple annual HR programmes (performance management, bonus / sales incentive planning, pay review) for the respective business area as determined in the annual HR operational plan and coach and support senior leaders to execute in line with guidelines and to plan
• Produce, analyse and review data and reports to assist leaders in understanding key performance indicators and support informed decision making.

Skills:

• Strong commercial business acumen, quick to understand business requirements and translate into workable and appropriate HR solutions, aligned to business objectives, as well as wider (Group / corporate) HR strategies
• Experienced and comfortable shifting between future focus and being “hands-on”, operating with a high degree of autonomy, acting decisively and challenging senior leaders and managers
• Good project and change management skills, able to keep things simple and develop clear actionable steps and deliver operationally on details in support of an overall business strategy
• Excellent communication, facilitation and stakeholder management skills, able to engage, inspire and influence others, as well as establish credibility quickly and accepted and trusted by senior leaders
• Good networker and builds and maintains strong relationships across all levels and cultural boundaries based on honesty, integrity and transparency
• Customer obsessed and results orientated, quick-thinking and pro-active, with drive and energy to act in a fast-paced environment
• Innovative and creative mind-set, able to generate new ideas and challenge the status quo
• Excellent organisation, planning and analytical skills
• Fluent level of English (written and verbal)

Experience:

• Substantial experience (8+) as a HRBP, which should ideally include at least 4-8 years working in a similar, global role driving change and supporting organisational growth and development across regions, in complex matrix multi-national environments

Qualifications:

• Graduate level degree in related field (eg. HR, Occupational Psychology, Business Administration, Organisation Design & Development)
• Professional qualification in HR related field (eg. Diploma in HRM, Leadership and Management, Coaching & Mentoring)
• Proficient in MS Office and experience working with HR systems (preferably Workday), including MSS & ESS

You will have the opportunity to work for a company that is going through significant change in becoming the world´s leading travel services provider. We are looking for people that are ready to ride the wave in this exciting journey.

As well as an attractive benefits package you will be able to work:

• Within an innovative, engaging and multicultural environment.
• Have the opportunity to build strong and lasting business relationships and friendships from around the world.
• Have the opportunity in developing your career locally or within one of our beautiful working locations across the globe.

• Support leaders in forecasting and planning leadership talent pipelines and organisational capability requirements in line with the function or business strategy
• Manage senior management talent and succession planning processes, leading Talent Panels with senior teams including development solutions and action planning
• Review key business performance targets to establish related talent implications with business leaders and facilitate and monitor the resource planning and senior hiring processes to ensure the right people with right capabilities are in right place and at right time and foster initiatives to aid global mobility
• Actively involved in identifying talent (internal and external) and nurturing current and emerging leaders, including on-boarding.
• Act as HR support for respective business area to define, develop and deliver the HR requirements to support major org change & development, including development of business cases
• Manage virtual, cross functional and global HR teams to deliver business specific change and development projects against plan (eg. org design, re-structures, M&A activity, business expansions and new market entries, divestitures and market exits, culture change, employee engagement)
• Champion the implementation, monitoring and measurement of org-wide culture change programme initiatives within respective business area.
• Facilitate a strong leadership and coaching culture by providing expert advice and guidance and acting as a coach and change agent to the leadership teams to enhance leadership capability and support behavioural change
• Support liaison between senior leaders and HR, monitor, broker and leverage HR services and resources ensuring business needs are understood and met and high quality, timely and consistent operational HR services are provided.
• Facilitate and contribute to the development and implementation of new and enhanced group-wide HR policies, frameworks, processes, systems and tools, representing the “voice of the business” and influencing the development of HR strategies and new opportunities to add value aligned to the strategic business agenda
• Oversee the multiple annual HR programmes (performance management, bonus / sales incentive planning, pay review) for the respective business area as determined in the annual HR operational plan and coach and support senior leaders to execute in line with guidelines and to plan
• Produce, analyse and review data and reports to assist leaders in understanding key performance indicators and support informed decision making