MANAGER HR

Purpose & Overall Relevance for the Organization:

Act as a Strategic HR Business Partner and Coach for the assigned business areas, providing end-to-end HR support to leaders and teams. The role is responsible for enabling business objectives through effective people strategies, organizational effectiveness, talent development, engagement, workforce planning and consistent deployment of HR standards, processes and practices.

In addition, this role will lead and coordinate cross-functional HR projects and strategic initiatives, translating business and HR priorities into concrete action plans, milestones, KPIs and sustainable outcomes. The position requires strong stakeholder management, project discipline, analytical capability and the ability to influence diverse and complex business leaders across functions

Key Responsibilities:

1. Strategic HR Business Partnering:

• Partner closely with leaders to understand business priorities, organizational challenges and people needs.
• Provide strategic HR advice and coaching to managers on organizational design, team effectiveness, talent decisions, leadership capability, engagement, performance and employee relations.
• Maintain a high level of communication with business leaders and actively support business initiatives, contributing to decision-making around team structure, capability building and people priorities.
• Act as the local extension of Group HR, ensuring consistent application of HR standards, principles, policies and processes across assigned areas.
• Build trusted relationships with complex and diverse stakeholders, balancing business needs, employee experience, compliance and organizational priorities.

2. Talent, Performance and Organizational Effectiveness

• Support leaders in identifying, developing, motivating and retaining key talent across assigned functions.
• Drive talent management processes, succession planning, performance management, development actions and engagement initiatives in partnership with Talent, Rewards and other HR Centers of Excellence.
• Support workforce planning, organizational reviews and capability assessments to ensure the right structure, roles and talent are in place to deliver business objectives.
• Promote a high-engagement culture through effective coaching, development conversations, change management and leadership support.

3. HR Operations, Processes and Compliance

• Ensure timely and accurate execution of key HR processes, including staffing, onboarding, offboarding, compensation cycles, promotions, salary adjustments and employee movements.
• Partner with Rewards, Talent Acquisition, Talent Management and HR Operations to deploy COE initiatives and guarantee efficient implementation of corporate guidelines.
• Support compliance with local labor legislation, internal policies and corporate HR principles.
• Maintain accurate organizational data and structures in relevant HR systems, ensuring data quality and reliability for decision-making.
• Use HR data, dashboards and insights to identify trends, anticipate risks and recommend proactive actions.

4. Cross-Functional HR Project Management

• Lead and coordinate strategic HR initiatives and cross-functional projects from planning to execution, ensuring clear scope, milestones, governance, owners, KPIs and follow-up.
• Translate high-level HR and business priorities into concrete activities, timelines, deliverables and measurable outcomes.
• Actively manage project networks across functions to keep initiatives relevant, aligned and connected to business priorities.

• Planning, Analytics and Continuous Improvement: Provide value-added analytical support to enable fact-based decisions during planning and execution of HR initiatives.
• Identify opportunities to simplify, standardize and improve HR processes across the assigned areas.
• Share and implement best practices across the organization, fostering collaboration and consistency.                                           

Key Relationships:

Internal

• Business leaders and management teams across Brands, Finance and Legal
• Sr. Manager HR Business Partner
• HR Centers of Excellence: Talent Acquisition, Talent Management, Rewards, HR Operations
• Regional and global HR project leaders
• Finance, Legal and cross-functional stakeholders
• Employees and people managers within assigned areas

External

• HR vendors, consultants or service providers, when required for specific initiatives

Knowledge Skills and Abilities:

• Strong HR Business Partnering capability and ability to coach leaders.
• Excellent stakeholder management skills, with ability to influence across complex functions.
• Strong project management discipline to lead cross-functional HR initiatives.
• Analytical mindset and ability to use data to drive decisions and measure impact.
• Strong communication, facilitation and organizational skills in a dynamic environment