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Manager, People Partnering

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Job Title

Manager, People Partnering

Job 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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Manager, People Partnering

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