Sr. Manager, HR Business Partner, OneSource
Estée Lauder Companies
Panama
hace 11 horas

About Estee Lauder Companies

ELC (Estee Lauder Companies) is a global leader in prestige beauty that delights consumers with transformative products and experiences, inspiring them to express their individual beauty.

They are the only company focused solely on prestige makeup, skin care, fragrance and hair care with a diverse portfolio of 25+ brands sold in 150 countries.

Infused throughout their organization is a passion for creativity and innovation; a desire to push the boundaries and invent the unexpected.

From a position of strength, The Estée Lauder Companies (ELC), the leader in prestige beauty products, embarked on the Leading Beauty Forward program, chartered to fuel product innovation and enhance market agility.

A key element of this strategy was the design of a new way to support its suite of 30 brands globally. The company chose Panama as being best suited to establish its new Global Business Services (GBS) operation center.

This new center will initially deliver Finance, Human Resources and Legal services to ELC employees across several geographies and time zones.

Through a new innovative service minded approach, this center will redefine service standards globally at ELC. This new GBS team will provide a one-stop-shop solution for the ELC businesses, supported by new customer engagement insights, new systems, and new reporting.

In addition to delivering exceptional service to the ELC businesses each day, the GBS team will also be responsible for continuously streamlining work in pursuit of growing its service offering in support of achieving ELC’s strategic and business objectives.

New site, new team, new opportunity.

Position Overview

The HR Business Partner will be responsible for providing strategic counsel, act and serve as an organization design and change management advisor, and offer day-to-day HR guidance to the Americas Shared Services Center and LATAM Distributor employees (approximately 230 to start) based in Panama.

Leads the talent strategy in line with strategic imperatives of the business. Ensures the selection, development and retention of talent with a focus on capability building and diverse perspectives.

Consults, challenges, advises and educates the business on HR and change management best practices. Fosters a high performance culture and the values of the organization.

Strong collaborator across the business unit as well as with HR COEs and HRBPs in support of effective and efficient HR Service Delivery to the organization.

  • Identify, create or revise policies and ensure harmonization across both the Shared Services (OneSource) and LATAM Distributors team taking into account global corporate strategy and local relevancy
  • Partner with Legal and OneSource Site Lead to submit annual filing for SEM business license for all ELC roles to the ministry
  • Partner with Global HRBP OneSource and PMO / CI / Migration Lead to create integration checklist for all functions moving to OneSource in Panama ensuring all employee related items are captured
  • Leads talent strategy / management for all functions integrating into OneSource in Panama.
  • Oversees payroll administration for all employees for site
  • Coordinates with Americas Total Rewards team to confirm compensation and benefits packages are fair, competitive, align to market practices and shared services environments.
  • Oversees SOWs for all employee related items partnering with vendors, IP and Site Lead (i.e. payroll, training) to confirm efficiency, effectiveness and scalability
  • Solve complex business issues and employee relations issues. Pro-actively identify employee trends or issues and advise managers on appropriate actions and solutions.
  • Create a culture of engagement that values diversity and demonstrates fair and consistent management practices.

  • Provide advisory and consultative services to business leaders to drive business performance through an integrated approach which aligns business strategy with organization design, change management and integration practices and ensures this alignment extends to all aspects of the talent management framework.
  • Partner with OneSource Americas Leadership team to develop and cascade business goals for performance management process
  • Provide guidance to Managers on the preparation and delivery of performance reviews and ensure timely completion. Reinforce awareness and application of the leadership competency model as a tool for providing feedback.
  • Educate Managers on performance rating distributions in order to distinguish top talent.

  • Understand the cross-functional interactions required to complete processes and skills and capabilities needed for each function that will allow for employee development and movement cross functionally
  • Assess and identify competency, knowledge and talent gaps in partnership with OneSource and LDM Leadership and Talent to develop specific programs for capability building.
  • Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and cross development programs for preparing employees for increased responsibility and broader understanding of their roles and the business.

    Ensure investment in top talent.

  • Collaborate with business leaders on organizational design to optimize efficiency and effectiveness in support of achieving business goals
  • Conduct Work Activity Analysis to understand work being performed and utilize findings to design processes and an organization structure that minimizes handoffs and drives efficiency and effectiveness
  • Design HR processes which support business requirements while considering end-to-end process synergies and minimizing handoffs
  • Partner with Manager L&D, Talent Acquisiton, Change Lead, Global HRBP and Site Lead to develop OneSource Training Academy
  • Become an expert in OneSource Vision, Mission and Values to ensure all we do is aligned and fuels OneSource’s growth
  • Work closely with Change and Global Communications to ensure we are marketing and communicating to key stakeholders
  • Qualifications

    HR Functional Competencies :

  • Business knowledge Processes broad and deep business knowledge Leverages industry and competitive knowledge to make strategic decisions Provides thought leadership and uses influence to make business recommendations, improve efficiency and lead change Articulates and applies financial management principles, business drivers and short and long-term needs to increase profitability
  • Customer focus Anticipates the needs of internal and external customers Resolves complex challenges with High-Touch support in innovative ways Sees big picture organizational needs and makes related strategic decisions Maintains strong relationships with customers and empowers others to do the same.
  • Data analytics and decision making Influences the key metrics to be identified and measured. Is a leader in using data to make decisions and enables teams to make decisions appropriate for their level.
  • Combines principles of inquiry and facilitation to generate a deep understanding of information and data. Uses data to develop solutions that drive business success.

    Takes calculated risks that positively impact performance and the direction of the business group and / or organization.

  • Employee relations Implements policies locally and / or globally and influences practices to mitigate risk. Proactively maintains strong relationships to drive employee engagement and performance.
  • HR Partnership Strategizes and influences initiatives across the Talent Management Framework Has in-depth understanding of how HR policies and practices contribute to the overall performance of the business.
  • Aligns HR strategy to support the Company’s vision and values. Proactively looks for ways to strengthen HR interdependencies and points of connection (across Brands, Regions, Functions)

  • Managing talent Champions people-processes at all levels of the organization and actively promotes talent movement and succession planning Provides thought-leadership to develop strategies and promote people-processes to attract, engage, develop and reward talent.
  • Drives best-in-class talent development that fosters a culture of learning to support a pipeline of future leaders Strengthens capability building and organizational effectiveness by modeling behaviors that inspire engagement, commitment and performance among individuals and teams.

  • People Investment Understands how internal financial management and information impact the organization Applies financial and business methodologies to manage work-related costs Stays abreast of market trends that may have a financial impact on operations and its workforce Champions actively planning for workforce trends and builds scenarios to determine appropriate people investment strategies.
  • Leadership Competencies :

  • Thinks Strategically : Takes a broad view of the business, industry, and consumer environment to anticipate and plan for the future.
  • Identifies the focus and defines where to play, how to win and what capabilities and management systems are required.

  • Aligns and Engages the Team in the Vision : Provides clarity to each team member on their role in achieving the vision, strategy, and goals.
  • Embraces and Initiates Change : Distinguishes what to preserve and what to change. Has the courage to initiate and lead the changes that drive success.
  • Develops Talent and Capabilities : Identifies and cultivates essential skills and attributes to maximize individual contribution and engagement.
  • Builds Collaborative Relationships : Builds relationships based on trust and respect. Promotes the inclusion of diverse knowledge, skills, and experiences to achieve results.
  • Demonstrates Learning Agility : Ability to anticipate change, face reality, draw conclusions, and swiftly mobilize to adapt to changing needs and demands.
  • Strives for Excellence in Execution : Proactively seeks ways to improve personal and organizational effectiveness to meet current and future business needs.
  • Learns equally from successes and failures.

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