Human Resources Business Partner Ii

**ROLE PURPUSE / OVERVIEW**

Partner with management and employees, providing hands-on and strategic input, insights, and advice on people-related processes: talent management, staffing, employee relations, coaching, compensation, conflict management, organizational development, DE&I and training. The HR Business Partner plays an essential role in establishing and driving HR programs/talent initiatives forward within specific company functions, while always ensuring consistency and alignment with the company's business objectives.

This role will have primary responsibility for client groups in Mexico and other remote operations in Latin America including LatAm’s clients call centers.

**PRIMARY RESPONSBILITIES**

**HUMAN RESOURCES STRATEGY AND BUISNESS EVOLUTION**:

- Partner with local leadership to develop and implement effective HR policies and practices that will support the strategic growth of the business.
- Prepare and share the local Annual HR plan/goals to support the business and the company talent growth.
- Ensure the right level of involvement and understating of the business processes and indicators to ensure a HR functional leader voice and an active chair in local business leadership meetings and decisions.
- Support partners through implementing organizational restructures, including providing feedback and recommendations for function-specific communication efforts as needed
- Analyzes trends and metrics in partnership with the different HR teams and center of expertise to develop solutions, programs and policies.
- Looks and implement continuous improvement HR process opportunities in order of ensuring process efficiency and sustainable value into the business.

**TALENT AND WORKFORCE PLANNING**:

- Partner with Talent Learning & Development to work on value-added programs in areas of training, development, career mobility, and job performance
- Identifies training needs for business units and individual executive coaching needs.
- Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
- Provides performance management guidance to line management (e.g., coaching, counseling, career development, development actions, etc.).
- Provides guidance and input on business unit restructures, workforce planning and succession planning.
- Partner with Talent Acquisition team in all local hiring needs and the different stages of the recruitment and hiring process (Keeping focus on HC control process).
- Coordinates the different stakeholders and processes involved in the hiring and on-boarding of new employees to ensure the best employee’s experience.

**DIVERSITY EQUITY INCLUSION AND COMMUNITY**:

- Support and encourage DE&I actions in the operation(s) ensuring company alignment and countries cultural fit (Encourage ERG employees’ participation).
- Ensure DE&I guidelines and values are embedded in all HR actions, plans and leadership behaviors.
- Implement actions to create local community impact in full alignment with business objectives and employee’s areas of interest.

**COMPENSATION, BENEFITS, RETENTION AND EMPLOYEE’S ENGAGEMENT**:

- Partner with Compensation and Benefit teams along with business leaders to ensure adequate understanding, control and execution of all company’s benefits, rewards processes, proper role leveling, and support merit, Incentives and bonus rewards cycles
- Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention
- Develop people strategies and design approaches for diagnosing and enhancing organizational effectiveness, a culture of excellence, and employee satisfaction.
- Coordinate and support actions to deliver, train and encourage Asurion Way, Mission, Vision and Values, as key center of behavior and engagement in the company.

**HUMAN RESOURCES ADMINISTRATION AND LABOR RELATIONS**:

- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required.
- Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
- Execution and control of employee contracts, personal folders, promotions and transfers.
- Maintain and manage different employee’s data bases, metrics and reports to support decision making and compliance processes.
- Ensure the right level of partnership, communication and action required in all administrative processes with payroll, Employee Relations and benefits teams
- Support Employee Relations issues and partner with ER team to address performance management concerns, termination processes, reductions-in-force and efficiency exercises

**ROLE PROFILE**
- Bachelor’s degree in business administration, Human Resources, or equivalent business-related degree required
- 5+ years of experience in Hum