People Partner, Senior Director

Descriptions & Requirements

Job Description and Requirements

Hybrid People Partner has dual responsibiliti es for providing strategic business partner support to the non-US business functions, in addition Hybrid People Partner takes oversight for a cluster of countries in the region. Part of extended staff of Business People Partner team. As a Hybrid People Partner you will serve as a strategic partner and consultant, aligning human resources practices with business objectives to foster a high-performan ce culture. You will collaborate. closely with leadership and employees to implement people strategies that support organizational goals and enhance employee engagement. The Hybrid People Partner role is a strategic, consultative, and hands-on position that ensures people, culture, and business goals are aligned. In an environment undergoing rapid t ransformation, the People Partner is a key driver of psychological safety, inclusion, and collaboration, helping leaders and teams navigate change, complexity, and innovation. Key Responsibiliti es 1. Strategic HR Partnership & Business Alignment * Serve as a trusted advisor to senior leaders, particularly within Sales and Business Leadership, ensuring that people strategies support business growth (grade dependent) * Translate organizational goals into HR strategies that drive team effectiveness, engagement, and retention. * Use sociological insights and data to anticipate and address workforce trends, organizational challenges, and leadership dynamics. 2. Employee Experience and Advocacy * Champion initiatives that create a culture of trust, respect, and collaboration, ensuring that teams thrive in a high-pressure, fast-moving environment. * Partner with site leaders to drive HR initiatives, including employee engagement actions from Shape and other surveys. * Address systemic employee experience challenges by recommending and implementing regional improvements. Ensure regional nuances are considered and addressed in global employee experience strategies * Guide and partner with People Consultants for integration of employees joined through acquisition 3. Change Leadership & Transformation Support * Ensure HR is at the forefront of business t ransformation, guiding leaders through culture shifts, structural changes, site strategy discussions and evolving workforce expectations * Support teams in designing for collaboration, ensuring that high-performan ce expectations are met with healthy team dynamics and clear ways of working. * Lead transformation projects at the regional level, ensure alignment, mitigate risks * Apply systems thinking to diagnose and solve organizational challenges, ensuring that HR initiatives support long-term growth rather than short-term fixes. * Collaborate with cross-function al teams to design agile HR solutions that can scale with business expansion. 4. Talent Development & Retention in a Competitive Market * Partner with Talent COE to drive leadership development programs that prepare managers for leading high-growth, high-stakes teams. * Support regional leaders in succession planning and workforce development, ensuring that top talent is identified, nurtured, and retained (grade dependent) * Monitor and proactively plan retention efforts in the region based on the data and collaboration with business, talent, Business People Partners and compensation teams 5. Coaching and Leadership Support * Act as trusted coach for various situations for leaders and managers in the region: performance, conflict resolution (grade dependent) 6. Compliance, Regional support * Support and serve as experts when needed to prepare and present in front of work councils and trade unions. * Support with Reduction in Force (RIF) processes in the region, in collaboration with Consultants, ER and legal when needed (grade dependent) * Support with disciplinary actions in the region in collaboration with Consultants, ER and legal when needed (grade dependent) * Review and