People Partner

Role:

With a deep understanding of the School's strategy and objectives:

• Accompany leaders in achieving their business objectives, supporting them in the operational improvements they decide to introduce in their Area and in the application of People policies with their team.

• Be a point of reference for workers in the management of their well-being and their professional development at the School.

1. Propose solutions based on best practices that help the organization in its transformation needs

2. Support the leader in the talent management of their team, identifying development and training needs and helping them in the performance management of their team.

3. Support people in their professional development and their well-being at the School, especially during the onboarding and socialization process.

4. Accompany teams through the change processes addressed by the organization that may affect them.

5. Management of labor relations teams and compliance with internal policies. Mediation in conflicts that may arise between areas or within a team.

6. Act as an "ambassador" of the School's culture

• By knowing the business of the leaders they work for very well

• By knowing the people: their capabilities, their ambitions, and their personal situation

• By listening to the needs of different parties, trusting what they tell us, and explaining the reasons upon which decisions are based.

• By knowing the entire life cycle of People processes: selection, onboarding, development, training, leadership, communication, compensation, and labor relations (leaves, medical leave, awards, etc.)

• By staying up to date in the craft of listening to, motivating, managing, and growing people, as well as in the operational aspects of the relationship with the School

• By preparing topics well before addressing them: diagnosis, design, monitoring, and evaluation.

• By being proactive in the search for solutions and applying them quickly, without bureaucracy and with flexibility

• By acquiring commitments and fulfilling them

• Previous experience in Human Resources roles

• Knowledge of the legal framework regulating Labor Relations

• Communication skill to interact with all organizational levels

• Listening ability, analytical capacity, empathy, influence, and conflict resolution

• Rigor, discretion, and credibility