ROLE PURPOSE / OVERVIEW Partner 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 RESPONSIBILITIES HUMAN 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 center of expertise to develop solutions, programs and policies.Look for and implement continuous improvement HR process opportunities in order to ensure process efficiency and sustainable value into 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 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 countries cultural fit (Encourage ERG employees' participation).Ensure DE&I guidelines and values are embedded in all HR actions, plans and leadership behaviors.Implement actions to create local community impact in full alignment with business objectives and employee areas of interest.COMPENSATION, BENEFITS, RETENTION AND EMPLOYEE ENGAGEMENT: Partner with Compensation and Benefit teams along with business leaders to ensure adequate understanding, control and execution of all company benefits, rewards processes, proper role leveling, and support merit, Incentives and bonus rewards cycles.Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.Develop people strategies and design approaches for diagnosing and enhancing organizational effectiveness, a culture of excellence, and employee satisfaction.Coordinate and support actions to deliver, train and encourage Asurion Way, Mission, Vision and Values, as key center of behavior and engagement in the company.HUMAN RESOURCES ADMINISTRATION AND LABOR RELATIONS: Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required.Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations.Execute and control employee contracts, personal folders, promotions and transfers.Maintain and manage different employee databases, metrics and reports to support decision making and compliance processes.Ensure the right level of partnership, communication and action required in all administrative processes with payroll, Employee Relations and benefits teams.Support Employee Relations issues and partner with ER team to address performance management concerns, termination processes, reductions-in-force and efficiency exercises.ROLE PROFILE Bachelor's degree in business administration, Human Resources, or equivalent business-related degree required.5+ years of experience in Human Resources.Collaborative approach to problem solving with ability to identify key stakeholders and build strong relationships.Strong analytical, initiative and creative problem-solving skills.Demonstrated independent decision making, critical thinking and high learning agility.Must be results-driven with the proven ability to multi-task in a fast-paced, deadline driven environment.Excellent teamwork and collaboration skills.Demonstrated ability to analyze data and make decisions in difficult situations.Solid understanding of employee performance measurement principles and experience in a metrics driven environment.Very sound working knowledge of HR principles/practices and all related legal requirements.Experience handling employee relations issues, coaching and investigations.Proficiency in working with HRIS systems, preferably Workday, as well as MS Excel, Word, PowerPoint, and Outlook.Must enjoy and thrive at dealing with ambiguity and working in the grey, aligning and bringing clarity.Strong knowledge in labor laws, regulations and their applications.Bilingual Spanish/English. Excellent verbal and written communication and presentation skills.Experience in multinational companies with multi-country and remote scope of leadership and responsibilities.
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