Vaga de parceiro

Mgr Strategic Business & Talent Partnr - São Paulo / SP

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Detalhes da Vaga

  • Escolaridade Não Informado
  • Segmento Não Informado
  • Salário Não Informado
  • Área de AtuaçãoDiversos / Outros

O que você irá fazer

  • / Function: Human ResourcesLocation: Sao Paulo, BrazilSummary:HRBP is a partner and liaison between Human Resources and the Commercial & Global Functions, driving business by understanding functional & people needs and partnering in building strategic solutions while ensuring business profitable growth, attracting and retaining talent and organizational culture.
  • This position has the ability to take commercial insights and translate them into Organization & People Agenda to influence the business.
  • He/she will work closely with the client leadership team to coordinate activities and develop solutions, as well as assist with employee-related processes and execution such as: employment, benefits, policies, procedures, performance management, training coordination, talent management, and compliance.
  • The candidate for this role should have a good understanding of business functions, communication and interpersonal skills, initiative, strategic thinking, and leadership to implement, promote, develop and improve HR and Business initiatives, boosting employee experience and helping leaders to transform the organization.
  • Major Duties/ResponsibilitiesBuilding Talent Capability 30%In partnership with the client group leadership, lead the process of building talent capability throughout their Areas: recruitment and performance management, structure planning & review, succession planning, career development, and diversity.
  • Specifically provide leadership in designing and implementing initiatives that will build talent capabilities in the areas of process re-design, organization re-design, leading and managing change.
  • Leader Development 15%Partner and develop Leadership Skills to accompany team vision and objective agenda for success.
  • Communicate process timelines and expectations to Managers.
  • Coach leaders and assist with team development: appropriate use of assessment tools as needed, feedback performance, succession planning, development agenda.
  • Performance Management 15%Working with client group Leaders, ensure that all employees understand Performance Management Procedures.
  • Coach managers and employees on writing clear expectations, reinforcing the demonstration of the Values, giving and receiving feedback, creating and implementing an effective development plan, evaluating overall performance and advocating for peer manager meetings.
  • Provide guidance to managers working with employees whose performance has been rated Below Expectations while coordinating efforts with Director HR, Employee Relations, and Law Dept.
  • Training & Development 15%Facilitate learning and development by ensuring that employees understand T & D''s training curriculum and e-learning offerings, as well as a range of on-the-job developmental opportunities.
  • Proactively investigate and identify business partners'' learning and development needs and team with Managers of Organizational / Business Development to address them effectively on a timely basis.
  • Work with Training Specialist and Organizational Development to ensure the implementation / delivery of new and existing employee training.
  • Employee Relations & Engagement 25%Partner with client group Leaders to lead and develop proactive strategies to improve and maintain positive employee engagement, retention, and morale utilizing both formal and informal programs and data points.
  • Develop, implement and maintain an effective communication strategy to inform employees on all relevant employee and HR-related topics.
  • In coordination with Corporate Employee Relations, develop and agree on strategies to investigate and resolve employee relations and performance issues and/or concerns.
  • Analyze evidence and apply relevant laws, policies, and precedents to ensure consistent handling of employee performance and/or behavior while maintaining the culture of the company.
  • Provide and deliver appropriate recommendations and resolutions while maintaining confidentiality and sensitivity to all issues.
  • Provide counsel and guidance to employees and management on company policies and procedures.
  • Communicate and facilitate employee relations training programs and policies (i.
  • e.
  • , Discriminatory Harassment and Ethics).
  • Conduct exit interviews of voluntary terminations, analyze trends, and recommend solutions.
  • Track and/or coordinate the tracking of disciplines and development and performance plans.
  • Education:BS Degree, certification preferred.
  • Languages required: English, Portuguese, and Spanish (business conversation).
  • Experience:5-7 years HR generalist experience or equivalent experience.
  • #J-18808-Ljbffr

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