Senior People and Culture Strategic Partner

Senior People and Culture Strategic Partner

**This position is based in México City**

Resume

This senior partner leads, designs, implements, and advises on complex People and Culture programs and policies, including performance management, talent management, discipline, compensation, benefits, equal opportunity and employee relations. The senior partner works to build trusted partnerships and shared accountability with staff and leaders by aligning People and Culture initiatives to neighbor's strategic priorities. At this career level, the incumbent leads major, complex People and Culture projects and initiatives for executive teams, national leadership teams, and/or multiple countries. Further, she or he often coaches and oversees the work of other partners and related staff.

Responsibilities

• Acts as an advocate to raise the awareness of the needs of children. Understands Christ’s mandate to protect children. Commits to and prioritizes child protection considerations in all decision-making, tasks and activities across the ministry. Abides by all behavioral expectations in Compassion’s Statement of Commitment to Child Protection and Code of Conduct. Reports any concerns of abuse, neglect or exploitation of children through Compassion’s internal reporting process and appropriately supports responses to incidents if they occur.
• Influences executives, national, global, and functional leaders to accomplish strategic initiatives through the organization’s workforce by understanding the business and advising leaders how to deepen workforce engagement towards attaining Compassion’s goals and staff feeling Known, Loved and Connected.
• Leverages Talent Management tools and resources to support and equip leaders to release their staff to achieve their God given abilities to further the ministry. Resources include but are not limited to talent planning, succession planning, workforce planning, leadership and staff development, as well as engagement surveys.
• Collaborates with People and Culture Centers of Excellence (COE) who provide subject matter expertise in compensation, benefits, organizational design, conflict resolution, change management, learning and development, legal, talent acquisition, facilities, and others.
• Influences positive employee relations. Educates and coaches employees on matters such as employee-manager interactions, staff learning and development and employee wellness. Strategically supports and coaches managers and staff on matters such as employee relations, conflict resolution, discipline, performance management, staff learning and development, termination, compensation issues, succession planning, benefits, talent acquisition, and change management.
• Uses current and complete understanding of local, national, and applicable international laws and regulations covering employment issues to protect Compassion’s interests by ensuring the ministry is in compliance with legal requirements as well as providing and implementing relevant recommendations to the client groups on necessary practice/program changes to meet these requirements.
• Investigates and designs resolutions regarding employee or other stakeholder concerns around performance management, improvement, harassment, discrimination, misconduct, and similar matters.
• Analyzes the level of engagement through HR metrics, using personal expertise or assessment instruments. Develops and institutes timely programs, methods, and other interventions to address issues that hinder team’s level of success.
• Develops programs for client groups such as annual merit, performance management, benefits enrollment, and new employee orientation. May facilitate events for client teams such as team-building, merit program meetings, strategic planning, brainstorming, and other group sessions.
• Coaches and provides expertise, and may oversee the work of other professionals and support staff in the Human Resources discipline.

Culture

• Accountable for supporting, upholding, and engaging in Compassion's core "Cultural Behaviors" in all internal and external communication and relationships.

Requirements

• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field.
• Minimum of 5 years experience in Human Resources, HR Manager, Human Resources Business Partner (HRBP), or in a similar strategic HR role.
• Demonstrated strategic thinking, leadership capabilities, and the ability to influence stakeholders.
• Solid knowledge of Mexican labor legislation and HR compliance requirements.
• Proven experience in change management.
• Exceptional interpersonal and relationship-building skills, with the ability to foster trust and collaboration across diverse teams.
• Experience in coaching and developing talent, supporting employee and leadership growth.
• Strong emotional intelligence.
• Advanced English proficiency, both written and verbal.

Working Environment

Office – Standard Office Environment

Physical Demands

Sitting, standing, and/or walking for up to 8 hours per day

Travel Requirements

May be required to travel up to 10% of normal schedule