People Business Partner - LATAM Based

Mission

The People Business Partner’s mission is to strategically align human resources initiatives with the company's overarching business

objectives. This requires a deep understanding of the organization's industry, market position, and competitive landscape.

Success in this role hinges on seniority in all aspects of people management (expert of management level), as the talent must navigate

complex organizational structures, influence key stakeholders, and cultivate a high-performance culture to drive employee engagement and support the company's success.

 General Accountabilities

1. Ownership of Employee Lifecycle: Responsible for managing the entire employee lifecycle, from identifying the need for hiring to

ongoing support and development.

2. Collaboration with Talent Acquisition and Total Rewards: Actively collaborate with Talent Acquisition and Total Rewards teams to

diagnose hiring needs for each quarter, prioritize based on capacity and financial constraints, and align with department leaders.

3. Weekly Communication on Hiring Progress: Ensure weekly communication, in conjunction with Talent Acquisition, to department and

division leaders regarding the progress of each hiring process.

4. Quality Assurance of Hiring Processes: Ensure that vacancies provided to Talent Acquisition have seniority levels correctly defined,

and that each hiring process has a clear and documented scorecard and job description in Confluence.

5. Ownership of Scorecards Database: Manage and update the Confluence database of scorecards for the assigned department

regularly.

6. Approval of Candidate Presentations: Approve candidates presented by Talent Acquisition before they proceed to final evaluation by

the Chief of the assigned department.

7. Onboarding Process: Ensure that each new hire receives a curated onboarding process tailored to their role's needs, in collaboration

with Learning & Development.

8. Regular Meetings with Department Leaders: Conduct weekly or bi-weekly meetings with department or division leaders to present

results, identify needs, and provide coaching.

9. Implementation of Performance Management Processes: Ensure the proper implementation of performance management processes

in the assigned department, including performance reviews, talent calibration, and tribe compliance.

10. Individual Development Plans (IDPs): Ensure that every top talent has an Individual Development Plan and monitor it regularly.

11. Performance Improvement Plans (PIPs): Ensure that every low performer has a Performance Improvement Plan, monitor progress

regularly, and make prompt decisions if objectives are not met despite opportunities given.

12. Employee Engagement Improvement: Implement actions to improve employee engagement based on monthly Employee Net

13. Training Needs Assessment and Implementation: Assess training needs for the department's optimal performance and ensure the

implementation of necessary training programs, in partnership with Learning & Development.

14. Execution of Transformational Projects: Execute role-related actions emerging from departmental transformation projects.

15. Support in Salary Reviews: Provide support to the Total Rewards team during salary review cycles by identifying needs and

communicating final results to leaders.

16. Organizational Structure Reviews: Conduct regular reviews of organizational structures to identify improvement opportunities that may

impact the assigned department’s performance.

17. Guidance and Coaching: Provide guidance and coaching to employees at all levels, particularly if requested to improve their

performance or enhance their experience within the company.

18. Implementation of Disciplinary Actions: Implement disciplinary actions, including warnings, in complex cases as required.

19. Guardianship of People Policies and Processes: Ensure adherence to company policies and processes related to People practices.

20. Active Participation in Relevant Squads: Actively participate in squads related to topics relevant to the role, contributing expertise and insights.

21. PPAEC Partnership: partner with the PMO, Process, and Audit Excellence Center department to support the coaching of leaders in

terms of the Trafilea Operational framework.

 Expected Outcomes for initial 30-60-90 days

FIRST 30 DAYS

Complete 100% of the defined onboarding process for the role

Understand the business in which Trafilea operates and its main products and

characteristics

Understand the roles and accountabilities of the central People Operations

stakeholders

Understand Trafilea's operational framework and its main routines (daily, weekly,

tactical meetings and our quarterly planning methodologies)

Understand the People Operation’s OKRs

Have understood the main objectives and execution processes of the divisions, tribes

and squads of the assigned department.

Having generated a work routine and continuous feedback with the members of the

PPAEC and People teams that provide support to the assigned department.

Have started a routine of weekly or bi-weekly meetings with the head of the assigned

department and all the division leaders.

Have presented a report indicating the improvement opportunities identified in the

assigned department and an action plan to solve them.

By the 30th day, start leading the squad intended to centralize structure, engagement,

routines, hiring, and recognition within the department assigned.

FIRST 60 DAYS

Having led an in-depth study, together with the Process Specialists and Project

Managers of the assigned department, of the appropriate team structures and working

methodologies for each division (Kolbe & PDA profiles, meeting structure, reporting

structure, delegation structure, redefinition of accountabilities, RACI matrix, etc.)

Have in-depth knowledge and have executed appraisal process actions (performance

reviews, monitoring and updating of the individual development plans of the team

members, and monitoring and updating of the succession plans of the key talents)Have planned and executed improvement actions for the opportunities presented in the

work environment surveys, having achieved a significant increase in the ENPS metrics of the assigned department.

Having collaborated exhaustively with L&D, being co-owner of the development

programs and academies implemented in the assigned department.

Have in-depth knowledge of our hiring process and have led at least one hiring process

for a key position in the assigned department.

FIRST 120 DAYS

Having managed to correct the main deviations in behaviors and lack of alignment to the

Trafilea operational framework by the leaders and contributors.

Established a solid working structure with clear accountabilities and an effective

escalation system for concerns and problem-solving.

Having achieved, together with the Process Specialists and Project Managers assigned

to the department, the proper functioning of the divisions, squads, and tribes.

 Role-related competencies & Requirements

We have to openings:

IT PEOPLE BUSINESS PARTNER

1st option: 5 + years of solid experience acting as a People/HR Manager or HRBP where the role is considered a high seniority position

(not analyst or specialist) in fast-paced companies with strong focus on IT- MANDATORY

2nd option: PMO or Process Manager with 5+ years of experience supporting IT and experience handling people processes-

MANDATORY

MARKETING PEOPLE BUSINESS PARTNER

1st option: 5 + years of solid experience acting as a People/HR Manager or HRBP where the role is considered a high seniority position

(not analyst or specialist) in fast-paced companies- MANDATORY

2nd option: PMO or Process Manager with 5+ years of experience supporting MARKETING and experience handling people

processes- MANDATORY

OTHER PEOPLE BUSINESS PARTNER

1st option: 5 + years of solid experience acting as a People/HR Manager or HRBP where the role is considered a high seniority position

(not analyst or specialist) in fast-paced companies- MANDATORY

2nd option: PMO or Process Manager with 5+ years of experience and experience handling people processes- MANDATORY

COMMON REQUIREMENTS TO ALL PEOPLE BUSINESS PARTNER POSITIONS

Certified project management experience or willing to enroll in a 4-month asynchronous PM training paid by the company.-MANDATORY

Practical oral and written communication skills in English, having used that language to work on a daily basis for at least 1 year.

Experience defining KPIs and Dashboards

Strong experience analyzing and improving cross-functional processes

Proactivity in taking ownership of projects and issues

Capability to manage several projects, areas, and stakeholders at the same time

Experience creating process flows and documentationBe an open-minded and empathetic person who is passionate and committed to people’s development.

Unwavering attention to detail and follow-through.

Have availability and flexibility to work with excellent time management skills.