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.
