Manager People Partnering
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Job Description
Role Summary
As a Manager People & Culture business partner this role is about partnering closely with our stakeholders and supporting their organizational needs. This role has aspects to it that are operational and other parts that are creative you never know what new initiatives you may be working on next quarter! Were really looking for someone that is flexible creative and resourceful there is so much to do and youll have the autonomy to make things happen. The role entails partnering with 4 of our Clevel stakeholders to drive quarterly initiatives whilst also partnering with the our operationally People Team to support in aligning our stakeholders with People initiatives.
What Are We Looking For
Data Driven Mindset
- In your role youre expected to monitor health metrics across the countries youre supporting through working closely with the Head of functions and the People & Culture Market Leads.
Country Health. Monitoring Countrylevel health through tools like peakon Microsoft dynamics PowerBI and tableau whilst working closely with the Heads of Functions to identify risk areas and propose solutions evaluating mindset culture performance and environment as a whole for their functions.
Environment Health Acquisition/Retention. Monitoring acquisition and retention metrics performing root cause analysis storytelling through data and cocreating solutions to solve retention in your area.
Compensation Health. Monitoring country and market dynamics and impact on talent. When needed working with Market Leads and Rewards to build business cases for pay band and/or benefits redesign.
- Mindset/Culture. Working closely with the Head of functions and the Market Leads to ensure that our leaders embody the values of the organization and it is embedded in their ways of working hiring performance etc.
Experience
- Experience Optimization. Responsible for identifying gaps is experience and collaborating with stakeholders or People & Culture teams to bridge the gap.
- Change Management. Manages the transformation by developing change management strategies with the head of function in collaboration with management. Able to support in building a change both top down and bottom up. Can work in owning the change topics on the business area level. Comfortable with influencing others in continuous improvement and can act as a change ambassador and mentor within the people partner team.
- Identifying Talent Gaps. Understands the various business areas organizational design and business needs. Can foresee longterm talent shortages and works closely with leaders to identify critical hiring needs to design the hiring plan in alignment with business priorities and budget.
Growth & Development
Talent Development. Working with Talent Development on Leadership Development Plan and Succession Planning for HOF 1 population.
Coach/Mentor. A coach and mentor for HOF1s through deep understanding of stakeholder challenges
Performance Management. Working with stakeholders in designing MYR and EYR in alignment DH/talabat guidelines and stakeholder needs.
Business Acumen
Understand the Country Vision OKRs and collaborates with HOF1 to design and drive People & Culture OKRs in alignment with the country objectives.
Remote Work :
No
Employment Type :
Fulltime
Employment Type
Full-time
