Sr. Manager HR Business Partner (HRBP) Regional Office
Department: Human Resources
Direct Reporting Line: Sr. Director Human Resources
Indirect/Second Reporting Line: VP Human Resources
Subsidiary/Country: LAM
Purpose & Overall Relevance for the Organization
Act as a Strategic Business Partner and Coach in the designated areas in all relevant HR Management issues, executing the best HR strategies and services to attract, develop, motivate, and retain the best people. Serve as an extension of the HR organization in the designated areas to ensure a consistent application of all Group HR Standards and Principles. Drive the organization towards future-readiness by leveraging data-driven insights, fostering a culture of continuous improvement, and preparing the workforce for emerging trends and technologies.

Key Responsibilities

• Partner with regional senior leadership to align HR strategies with business objectives, ensuring HR initiatives support organizational goals and drive business results.
• Partner with the HRM teams in the countries, providing functional direction to ensure efficient implementation of HR processes and fostering a high-performance culture.
• Partner with the COE experts (Talent and Rewards) for hiring, development, and retention strategies to build a competitive workforce. Implement succession planning and career development programs to prepare for future organizational needs.
• Promote and manage high employee engagement at every level through effective motivation, coaching, training, and development actions to attract and retain top talent.
• Support organizational change initiatives by providing guidance on change management strategies and ensuring smooth transitions.
• Utilize HR analytics and data to inform strategic decisions, identify trends, and measure the effectiveness of HR initiatives.
• Ensure compliance with labor legislation and corporate guidelines, managing risks related to HR operations.
• Facilitate performance management processes, including goal setting, performance reviews, and development plans, to drive a culture of continuous improvement.
• Partner with employee relations issues to provide solutions and support to resolve conflicts and maintain a positive work environment.
• Stay abreast of emerging HR trends and technologies, integrating innovative practices to enhance HR service delivery and prepare the organization for the future of work.
• Maintain a high level of communication with management and actively support business initiatives and business needs to contribute to the decision-making process of structuring and developing of their teams and for the business to achieve its objectives
• Execute personnel planning, annual salary rounds and promotions/salary adjustments in close cooperation with country Rewards to guarantee consistent salary management process
• Control the execution of on boarding and off boarding processes according to the guidelines of the company to ensure comply the internal processes and local legal requirements
• Participate of recruitment process for leadership positions when deemed necessary.

Key Relationships

• Regional HR
• Global HR Functional Peers
• Country HR Directors and Managers
• Senior Leadership Team
• Centers of Excellence (COE) for Talent Acquisition, Talent Management, and Rewards

Knowledge Skills and Abilities

• Strategic Thinking: Ability to align HR strategies with business goals and drive organizational success.
• Strong leadership skills with the ability to inspire and motivate teams.
• Analytical Skills: Proficiency in HR analytics and data-driven decision-making.
• Excellent communication and interpersonal skills to build relationships and influence stakeholders.
• Change Management: Expertise in managing organizational change and driving continuous improvement.
• Technical Proficiency: Knowledge of HR systems and technologies, including SAP and other HRIS platforms

Requisite Education and Experience / Minimum Qualifications

• Minimum of 8 years of experience in HR, with at least 3 years in a strategic HRBP role.
• Bachelor’s degree in Human Resources, Business Administration, or a related field is preferred.
• HR certification or Coaching Certification a plus.

• Partner with regional senior leadership to align HR strategies with business objectives, ensuring HR initiatives support organizational goals and drive business results.
• Partner with the HRM teams in the countries, providing functional direction to ensure efficient implementation of HR processes and fostering a high-performance culture.
• Partner with the COE experts (Talent and Rewards) for hiring, development, and retention strategies to build a competitive workforce. Implement succession planning and career development programs to prepare for future organizational needs.
• Promote and manage high employee engagement at every level through effective motivation, coaching, training, and development actions to attract and retain top talent.
• Support organizational change initiatives by providing guidance on change management strategies and ensuring smooth transitions.
• Utilize HR analytics and data to inform strategic decisions, identify trends, and measure the effectiveness of HR initiatives.
• Ensure compliance with labor legislation and corporate guidelines, managing risks related to HR operations.
• Facilitate performance management processes, including goal setting, performance reviews, and development plans, to drive a culture of continuous improvement.
• Partner with employee relations issues to provide solutions and support to resolve conflicts and maintain a positive work environment.
• Stay abreast of emerging HR trends and technologies, integrating innovative practices to enhance HR service delivery and prepare the organization for the future of work.
• Maintain a high level of communication with management and actively support business initiatives and business needs to contribute to the decision-making process of structuring and developing of their teams and for the business to achieve its objectives
• Execute personnel planning, annual salary rounds and promotions/salary adjustments in close cooperation with country Rewards to guarantee consistent salary management process
• Control the execution of on boarding and off boarding processes according to the guidelines of the company to ensure comply the internal processes and local legal requirements
• Participate of recruitment process for leadership positions when deemed necessary