The Human Resources Manager Business Partner will drive results for all human resource efforts for assigned clients. The role participates in the development of human resource policies and programs, including employee relations, talent acquisition, communication, talent management, compensation, payroll, and other functions. The coach and counselor provide coaching and counseling to management, HR Generalists, and employees to enhance individual contributions. This role leads the HR department and oversees the HR staff for Mexico, Chile, Perú and Argentina.

Key accountabilities:

1. Deploy people solutions to build capability and deliver performance.
2. Manage local change programs to drive employee and business outcomes (e.g., increase productivity, drive career satisfaction).
3. Support the attraction, identification, development, retention, and promotion of talent.
4. Balance employee and business advocacy.
5. Manage ER cases to a satisfactory conclusion.
6. In charge of overseeing all payroll entries and submissions. Review Payroll reports for accuracy.
7. Partner with Performance and Reward Manager/payroll when reporting incidents, terminations, off-cycle payrolls, etc.
8. Responsible for leading and overseeing the day-to-day workforce relations to ensure that work environments and workplace practices promote a positive employee relations environment free of discrimination, harassment, or any form of unfair or unethical practice.
9. Think and act strategically. Assist the leadership team in driving initiatives and remaining on the cutting edge. Understand current environmental and economic issues and their impact on people.
10. Conduct investigations and site assessments (all related forms of complaints) that ensure objective evaluation and resolution of issues.
11. Provide management with collaborative consultation on sensitive or complex employee relations issues.
12. Review and monitor performance management processes to ensure quality, timeliness, and effectiveness for business.
13. Assist managers in the design of jobs and/or facilitate the identification of core competencies and skill requirements across the business area to ensure consistency.
14. Provide training and consulting in effective employee performance management practices including coaching, career development, and disciplinary actions.
15. Maintain in-depth knowledge of local legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
16. Partner with the legal department to attend, follow up, and conclude disputes with former employees.
17. Responsible for local communication planning according to cluster.
18. Ad-hoc regional projects/reports as needed.
19. Responsible for local HR budget planning based on year and expense reports and further new stores.
20. Collect and provide local information to prepare and present annual reports to the authority in terms of social security and housing funds.
21. Bachelor’s Degree and MBA.
22. Minimum of 10 years' experience resolving complex employee relations issues.
23. Working knowledge of multiple human resource disciplines, including payroll, organizational diagnosis, employee and union relations, diversity, performance management, and employment laws.
24. Extensive knowledge of human resources including organizational development, employee relations, litigation management, and avoidance.
25. Strong collaboration and communication skills required.