.ROLE PURPOSE / OVERVIEWPartner with management and employees, providing hands-on and strategic input, insights, and advice on people-related processes: talent management, staffing, employee relations, coaching, compensation, conflict management, organizational development, DE&I, and training. The HR Business Partner plays an essential role in establishing and driving HR programs/talent initiatives forward within specific company functions, while always ensuring consistency and alignment with the company's business objectives.This role will have primary responsibility for client groups in Mexico and other remote operations in Latin America, including LatAm's clients call centers.PRIMARY RESPONSIBILITIESHUMAN RESOURCES STRATEGY AND BUSINESS EVOLUTION:Partner with local leadership to develop and implement effective HR policies and practices that will support the strategic growth of the business.Prepare and share the local Annual HR plan/goals to support the business and the company talent growth.Ensure the right level of involvement and understanding of the business processes and indicators to ensure an HR functional leader voice and an active chair in local business leadership meetings and decisions.Support partners through implementing organizational restructures, including providing feedback and recommendations for function-specific communication efforts as needed.Analyze trends and metrics in partnership with the different HR teams and centers of expertise to develop solutions, programs, and policies.Identify and implement continuous improvement HR process opportunities to ensure process efficiency and sustainable value in the business.TALENT AND WORKFORCE PLANNING:Partner with Talent Learning & Development to work on value-added programs in areas of training, development, career mobility, and job performance.Identify training needs for business units and individual executive coaching needs.Participate in evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.Provide performance management guidance to line management (e.G., coaching, counseling, career development, development actions, etc.).Provide guidance and input on business unit restructures, workforce planning, and succession planning.Partner with the Talent Acquisition team in all local hiring needs and the different stages of the recruitment and hiring process (keeping focus on HC control process).Coordinate the different stakeholders and processes involved in the hiring and onboarding of new employees to ensure the best employee experience.DIVERSITY, EQUITY, INCLUSION, AND COMMUNITY:Support and encourage DE&I actions in the operation(s) ensuring company alignment and cultural fit (encourage ERG employees' participation).Ensure DE&I guidelines and values are embedded in all HR actions, plans, and leadership behaviors