Sr Manager People Partnering
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Job Description
Role Summary
As a Sr 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 COO 1 leaders across 5 key regional functions to drive quarterly initiatives whilst partnering with our People Team and COEs to support our stakeholders with P&C initiatives.
Whats On Your Plate
Scope
Youll be partnering with the COO org responsible for our regional functions; Sales Logistics Food Services CX/ Ops excellence and marketing.. As the Sr. Manager People partnering you will partner the C1 / head of functions in their end to end people experiences through your strong business acumen and data driven mindset.
Data Driven Mindset
In your role youre expected to monitor health metrics across the function youre supporting through working closely with the head of function and their leadership team.
Function Health. Monitoring functionallevel health through tools like peakon power bi and tableau and working closely with the leaders to identify risk areas and propose solutions evaluating mindset culture performance and environment as a whole in each market.
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 function and market dynamics and impact on talent. When needed working with Leads and Rewards to build business cases for pay band and/or benefits redesign.
Mindset/Culture. Working closely with the function leads ensuring our business 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. Knows how to build a change both top down and bottom up and owns the change topics on the business area level. Is a leader influencing others in continuous improvement. Is mentoring other People Partners in change management practices.
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.
Coach/Mentor. A coach and mentor for HOF and HOF1s through your 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 function vision OKRs and collaborates with HOF and the HOF1 to design and drive People & Culture OKRs in alignment with the country objectives.
Qualifications :
What Did We Order
Bachelors degree
Naturally organized and likes to plan ahead
High levels of ownership passion & drive to deliver strategic initiatives
Collaborative & empowering working style
Challenge the status quo
Strong team player with ability to take initiative and operate independently
Able to manage ambiguity and multiple priorities.
Experience in working in international and complex organizations.
Remote Work :
No
Employment Type :
Fulltime
Employment Type
Full-time
