Job Title
Manager, People PartneringJob Description Summary
The Manager, People Partnering, plays a critical role in supporting corporate functions by delivering impactful HR solutions and contributing to people initiatives that align with business strategies. This role focuses on providing hands-on HR partnership and operational support to leaders and employees. The Manager will also collaborate with senior HR leaders to ensure seamless execution of HR programs and foster a cohesive, high-performing culture.Job Description
Key Responsibilities:
HR Partnership & Support:
- Serve as a trusted advisor to managers and employees, providing guidance on HR policies, processes, and best practices.
- Support the implementation of HR strategies that align with business needs and priorities.
Talent Management Support:
- Assist with workforce planning and talent reviews, identifying opportunities to strengthen the talent pipeline.
- Provide support for employee development initiatives, including training programs and career pathing efforts.
Employee Relations:
- Address day-to-day employee relations matters, ensuring issues are resolved promptly and effectively.
- Proactively coach managers on handling performance and engagement challenges.
Compensation & Benefits Coordination:
- Partner with the Total Rewards team to provide input on compensation matters and ensure alignment with organizational frameworks.
- Conduct preliminary analyses to support equity and consistency in pay and benefits.
Culture & Engagement:
- Contribute to initiatives that promote an inclusive and high-performance culture.
- Support engagement surveys and action planning to improve the employee experience.
Organizational Development:
- Assist with change management initiatives by coordinating communication, training, and support for employees.
- Partner on projects aimed at improving leadership capabilities and team effectiveness.
Data & Insights:
- Use HR data to identify trends and provide actionable insights to HR leaders and business partners.
- Support reporting needs and ensure data accuracy in HR systems.
Collaboration:
- Work with cross-functional HR teams to implement global HR programs and initiatives.
- Provide feedback and input to enhance HR processes and tools.
Continuous Improvement
- Identify opportunities to streamline HR processes, enhance efficiency, and improve service delivery for employees and managers.
- Partner with cross-functional teams to implement process improvements that align with global HR standards and business needs.
- Regularly review and analyze HR policies, procedures, and systems to ensure alignment with best practices and evolving business requirements.
INCO: “Cushman & Wakefield”
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