People Business Partner
Mission
The People Business Partner’s mission is to strategically align human resources initiatives with the company's overarching business objectives. This requires a deep understanding of the organization's industry, market position, and competitive landscape.
Success in this role hinges on seniority in all aspects of people management (expert at the management level), as the talent must navigate complex organizational structures, influence key stakeholders, and cultivate a high-performance culture to drive employee engagement and support the company's success.
General Accountabilities
Ownership of Employee Lifecycle: Responsible for managing the entire employee lifecycle, from identifying the need for hiring to ongoing support and development.
Collaboration with Talent Acquisition and Total Rewards: Actively collaborate with Talent Acquisition and Total Rewards teams to diagnose hiring needs for each quarter, prioritize based on capacity and financial constraints, and align with department leaders.
Weekly Communication on Hiring Progress: Ensure weekly communication, in conjunction with Talent Acquisition, to department and division leaders regarding the progress of each hiring process.
Quality Assurance of Hiring Processes: Ensure that vacancies provided to Talent Acquisition have seniority levels correctly defined and that each hiring process has a clear and documented scorecard and job description in Confluence.
Ownership of Scorecards Database: Manage and update the Confluence database of scorecards for the assigned department regularly.
Approval of Candidate Presentations: Approve candidates presented by Talent Acquisition before they proceed to the final evaluation by the Chief of the assigned department.
Onboarding Process: Ensure that each new hire receives a curated onboarding process tailored to their role's needs, in collaboration with Learning & Development.
Regular Meetings with Department Leaders: Conduct weekly or bi-weekly meetings with department or division leaders to present results, identify needs, and provide coaching.
Implementation of Performance Management Processes: Ensure the proper implementation of performance management processes in the assigned department, including performance reviews, talent calibration, and tribe compliance.
Individual Development Plans (IDPs): Ensure that every top talent has an Individual Development Plan and monitor it regularly.
Performance Improvement Plans (PIPs): Ensure that every low performer has a Performance Improvement Plan, monitor progress regularly, and make prompt decisions if objectives are not met despite opportunities given.
Employee Engagement Improvement: Implement actions to improve employee engagement based on monthly Employee Net Promoter Score (ENPS) surveys.
Training Needs Assessment and Implementation: Assess training needs for the department's optimal performance and ensure the implementation of necessary training programs in partnership with Learning & Development.
Execution of Transformational Projects: Execute role-related actions emerging from departmental transformation projects.
Support in Salary Reviews: Provide support to the Total Rewards team during salary review cycles by identifying needs and communicating final results to leaders.
Organizational Structure Reviews: Conduct regular reviews of organizational structures to identify improvement opportunities that may impact the assigned department’s performance.
Guidance and Coaching: Provide guidance and coaching to employees at all levels, particularly if requested to improve their performance or enhance their experience within the company.
Implementation of Disciplinary Actions: Implement disciplinary actions, including warnings, in complex cases as required.
Guardianship of People Policies and Processes: Ensure adherence to company policies and processes related to People practices.
Active Participation in Relevant Squads: Actively participate in squads related to topics relevant to the role, contributing expertise and insights.
PPAEC Partnership: Partner with the PMO, Process, and Audit Excellence Center department to support the coaching of leaders in terms of the Trafilea Operational Framework.
Expected Outcomes for Initial 30-60-90 Days
First 30 Days
Complete 100% of the defined onboarding process for the role.
Understand the business in which Trafilea operates and its main products and characteristics.
Understand the roles and accountabilities of the central People Operations stakeholders.
Understand Trafilea's operational framework and its main routines (daily, weekly, tactical meetings, and quarterly planning methodologies).
Understand the People Operations OKRs.
Have understood the main objectives and execution processes of the divisions, tribes, and squads of the assigned department.
Establish a work routine and continuous feedback with PPAEC and People teams supporting the assigned department.
Start a routine of weekly or bi-weekly meetings with the head of the assigned department and all division leaders.
Present a report indicating improvement opportunities identified in the assigned department and an action plan to address them.
By the 30th day, start leading the squad intended to centralize structure, engagement, routines, hiring, and recognition within the assigned department.
First 60 Days
Lead an in-depth study, together with Process Specialists and Project Managers of the assigned department, on appropriate team structures and working methodologies (Kolbe & PDA profiles, meeting structure, reporting structure, delegation structure, redefinition of accountabilities, RACI matrix, etc.).
Gain in-depth knowledge and execute appraisal process actions (performance reviews, monitoring and updating of individual development plans, and monitoring and updating of succession plans for key talents).
Plan and execute improvement actions for opportunities presented in work environment surveys, achieving a significant increase in ENPS metrics.
Collaborate extensively with L&D, co-owning development programs and academies implemented in the assigned department.
Gain in-depth knowledge of the hiring process and lead at least one hiring process for a key position in the assigned department.
First 120 Days
Correct main deviations in behaviors and lack of alignment with the Trafilea operational framework by leaders and contributors.
Establish a solid working structure with clear accountabilities and an effective escalation system for concerns and problem-solving.
Achieve proper functioning of divisions, squads, and tribes in collaboration with Process Specialists and Project Managers assigned to the department.
Role-Related Competencies & Requirements
IT People Business Partner
5+ years of solid experience as a People/HR Manager or HRBP in a high-seniority position (not analyst or specialist) in fast-paced companies with a strong focus on IT - MANDATORY.
PMO or Process Manager with 5+ years of experience supporting IT and handling people processes - MANDATORY.
Marketing People Business Partner
5+ years of solid experience as a People/HR Manager or HRBP in a high-seniority position (not analyst or specialist) in fast-paced companies - MANDATORY.
PMO or Process Manager with 5+ years of experience supporting Marketing and handling people processes - MANDATORY.
Other People Business Partner
5+ years of solid experience as a People/HR Manager or HRBP in a high-seniority position (not analyst or specialist) in fast-paced companies - MANDATORY.
PMO or Process Manager with 5+ years of experience handling people processes - MANDATORY.
Common Requirements for All People Business Partner Positions
Certified project management experience or willingness to enroll in a 4-month asynchronous PM training paid by the company - MANDATORY.
Strong oral and written communication skills in English, with at least one year of professional experience using English daily.
Experience defining KPIs and dashboards.
Strong experience analyzing and improving cross-functional processes.
Proactive in taking ownership of projects and issues.
Ability to manage several projects, areas, and stakeholders simultaneously.
Experience creating process flows and documentation.
Open-minded, empathetic, and passionate about people development.
Unwavering attention to detail and follow-through.
Availability and flexibility, with excellent time management skills.
About the job
Apply for this position
People Business Partner
Mission
The People Business Partner’s mission is to strategically align human resources initiatives with the company's overarching business objectives. This requires a deep understanding of the organization's industry, market position, and competitive landscape.
Success in this role hinges on seniority in all aspects of people management (expert at the management level), as the talent must navigate complex organizational structures, influence key stakeholders, and cultivate a high-performance culture to drive employee engagement and support the company's success.
General Accountabilities
Ownership of Employee Lifecycle: Responsible for managing the entire employee lifecycle, from identifying the need for hiring to ongoing support and development.
Collaboration with Talent Acquisition and Total Rewards: Actively collaborate with Talent Acquisition and Total Rewards teams to diagnose hiring needs for each quarter, prioritize based on capacity and financial constraints, and align with department leaders.
Weekly Communication on Hiring Progress: Ensure weekly communication, in conjunction with Talent Acquisition, to department and division leaders regarding the progress of each hiring process.
Quality Assurance of Hiring Processes: Ensure that vacancies provided to Talent Acquisition have seniority levels correctly defined and that each hiring process has a clear and documented scorecard and job description in Confluence.
Ownership of Scorecards Database: Manage and update the Confluence database of scorecards for the assigned department regularly.
Approval of Candidate Presentations: Approve candidates presented by Talent Acquisition before they proceed to the final evaluation by the Chief of the assigned department.
Onboarding Process: Ensure that each new hire receives a curated onboarding process tailored to their role's needs, in collaboration with Learning & Development.
Regular Meetings with Department Leaders: Conduct weekly or bi-weekly meetings with department or division leaders to present results, identify needs, and provide coaching.
Implementation of Performance Management Processes: Ensure the proper implementation of performance management processes in the assigned department, including performance reviews, talent calibration, and tribe compliance.
Individual Development Plans (IDPs): Ensure that every top talent has an Individual Development Plan and monitor it regularly.
Performance Improvement Plans (PIPs): Ensure that every low performer has a Performance Improvement Plan, monitor progress regularly, and make prompt decisions if objectives are not met despite opportunities given.
Employee Engagement Improvement: Implement actions to improve employee engagement based on monthly Employee Net Promoter Score (ENPS) surveys.
Training Needs Assessment and Implementation: Assess training needs for the department's optimal performance and ensure the implementation of necessary training programs in partnership with Learning & Development.
Execution of Transformational Projects: Execute role-related actions emerging from departmental transformation projects.
Support in Salary Reviews: Provide support to the Total Rewards team during salary review cycles by identifying needs and communicating final results to leaders.
Organizational Structure Reviews: Conduct regular reviews of organizational structures to identify improvement opportunities that may impact the assigned department’s performance.
Guidance and Coaching: Provide guidance and coaching to employees at all levels, particularly if requested to improve their performance or enhance their experience within the company.
Implementation of Disciplinary Actions: Implement disciplinary actions, including warnings, in complex cases as required.
Guardianship of People Policies and Processes: Ensure adherence to company policies and processes related to People practices.
Active Participation in Relevant Squads: Actively participate in squads related to topics relevant to the role, contributing expertise and insights.
PPAEC Partnership: Partner with the PMO, Process, and Audit Excellence Center department to support the coaching of leaders in terms of the Trafilea Operational Framework.
Expected Outcomes for Initial 30-60-90 Days
First 30 Days
Complete 100% of the defined onboarding process for the role.
Understand the business in which Trafilea operates and its main products and characteristics.
Understand the roles and accountabilities of the central People Operations stakeholders.
Understand Trafilea's operational framework and its main routines (daily, weekly, tactical meetings, and quarterly planning methodologies).
Understand the People Operations OKRs.
Have understood the main objectives and execution processes of the divisions, tribes, and squads of the assigned department.
Establish a work routine and continuous feedback with PPAEC and People teams supporting the assigned department.
Start a routine of weekly or bi-weekly meetings with the head of the assigned department and all division leaders.
Present a report indicating improvement opportunities identified in the assigned department and an action plan to address them.
By the 30th day, start leading the squad intended to centralize structure, engagement, routines, hiring, and recognition within the assigned department.
First 60 Days
Lead an in-depth study, together with Process Specialists and Project Managers of the assigned department, on appropriate team structures and working methodologies (Kolbe & PDA profiles, meeting structure, reporting structure, delegation structure, redefinition of accountabilities, RACI matrix, etc.).
Gain in-depth knowledge and execute appraisal process actions (performance reviews, monitoring and updating of individual development plans, and monitoring and updating of succession plans for key talents).
Plan and execute improvement actions for opportunities presented in work environment surveys, achieving a significant increase in ENPS metrics.
Collaborate extensively with L&D, co-owning development programs and academies implemented in the assigned department.
Gain in-depth knowledge of the hiring process and lead at least one hiring process for a key position in the assigned department.
First 120 Days
Correct main deviations in behaviors and lack of alignment with the Trafilea operational framework by leaders and contributors.
Establish a solid working structure with clear accountabilities and an effective escalation system for concerns and problem-solving.
Achieve proper functioning of divisions, squads, and tribes in collaboration with Process Specialists and Project Managers assigned to the department.
Role-Related Competencies & Requirements
IT People Business Partner
5+ years of solid experience as a People/HR Manager or HRBP in a high-seniority position (not analyst or specialist) in fast-paced companies with a strong focus on IT - MANDATORY.
PMO or Process Manager with 5+ years of experience supporting IT and handling people processes - MANDATORY.
Marketing People Business Partner
5+ years of solid experience as a People/HR Manager or HRBP in a high-seniority position (not analyst or specialist) in fast-paced companies - MANDATORY.
PMO or Process Manager with 5+ years of experience supporting Marketing and handling people processes - MANDATORY.
Other People Business Partner
5+ years of solid experience as a People/HR Manager or HRBP in a high-seniority position (not analyst or specialist) in fast-paced companies - MANDATORY.
PMO or Process Manager with 5+ years of experience handling people processes - MANDATORY.
Common Requirements for All People Business Partner Positions
Certified project management experience or willingness to enroll in a 4-month asynchronous PM training paid by the company - MANDATORY.
Strong oral and written communication skills in English, with at least one year of professional experience using English daily.
Experience defining KPIs and dashboards.
Strong experience analyzing and improving cross-functional processes.
Proactive in taking ownership of projects and issues.
Ability to manage several projects, areas, and stakeholders simultaneously.
Experience creating process flows and documentation.
Open-minded, empathetic, and passionate about people development.
Unwavering attention to detail and follow-through.
Availability and flexibility, with excellent time management skills.