Summary of the Role The Global Human Resources Business Partner (GHRBP) is a business‑aligned, client‑obsessed professional who owns the relationship between HR and the individual leaders of dedicated functional areas of the business, regardless of geographical location. The GHRBP is an active member of the internal client’s management team and the OneHR global human resources team. The GHRBP leads and manages the people management‑related agenda, driving the required change management projects and the related internal communications. The GHRBP acts not only as an HR consultant for key talent decisions, but also shares the responsibility for meeting functional client goals with and through people. This role focuses on understanding the business needs of clients and helping them adopt and utilize the suite of people programs to meet those needs. The GHRBP partners with the OneHR global human resources team’s subject matter experts in talent acquisition, talent development, talent data and operations, and benefits, compliance, and policy to understand and leverage programs in the best way for clients throughout the entire talent lifecycle. This role reports directly to the Director of Human Resources. Essential Responsibilities The Global Human Resources Business Partner (GHRBP) represents HR to any and all employees as a knowledgeable, trusted single point of contact in a warm, welcoming, empathetic, and service‑oriented way which demonstrates knowledge and establishes credibility as a trusted partner to be sought out and leveraged. The GHRBP is also an active member of the internal client’s management team, actively supporting discussions and transferring best practices from different functions in the organization. In addition, the GHRBP: Takes over the leadership in the people management area and acts as the facilitator for the management team. Identifies and prepares development plans for key employees and high potential employees. Identifies employees ready for promotion and rotates best talents across different functions in the organization. Builds a strong business relationship with the internal client. Actively identifies gaps; proposes and implements changes necessary to cover risks of the client in meeting goals through people. Engages and drives key enterprise talent management processes throughout the year to maximize growth and evolution for the client business. Identifies and drives talent programs localized to the client and pushes up to the global HR team as best practices. Proactively supports the delivery of HR processes and programs at the client side. Manages complex and difficult HR projects as a subject matter expert, supporting the entire HRBP team. Demonstrates admirable organizational skills and the ability to pivot quickly from task to task. Balances needs of the organization and the employee with a keen eye on compliance and best practices. Engages with employees to help drive positive outcomes and creative issue resolution. Exerts knowledge of people programs, HR policy, local laws, and best practices to coach and influence clients toward utilization of services and practices that are best for them. Works independently to drive adoption of people programs and develop org‑specific programs and approaches, while tightly aligning to corporate practices and policies for standardization and consistency. Leverages personal informal networks and relationships with clients to keep pulse on the culture, identifying any issues within the organization that need to be proactively addressed. Leverages strong business acumen and thirst for knowledge to understand the big picture and connect the dots, as needed, to deliver a comprehensive people program experience. Brings feedback to the subject matter experts to include in design and development of future program iterations, always strengthening the core. Expertly articulates subtle or complex information in a way that’s easily understood (for instance, the fine points of medical benefits). Core Competencies and Experience 5+ years’ experience in partnering with clients in an global HR capacity that includes familiarity with payroll, benefits, DEI, performance management, talent management and development. Latin America experience preferred. Bilingual, fluent in Spanish and English. Strong knowledge of HR business processes and applicable laws to drive organizational efficiency and effectiveness. Ability to effectively manage multiple, competing, and high priority projects with varying deadlines. Sound business acumen and the ability to establish credibility, trust, and partnership at all levels of the organization. Creative thinking and problem solving, showing innovation and ability with organizational diagnosis and solution generation. Ability to deliver in a dynamic, ambiguous environment where change is the norm and is your comfort zone. Adept at exercising independent judgment and maintaining appropriate confidentiality. Systems‑thinking approach that balances need across the enterprise and local teams. Excellent communication, consultative, influencing, and facilitation skills. Proactive approach to work with focus on results and ethical standards. Bachelor’s degree required; advanced degree preferred. PHR/SPHR, SHRM‑CP/-SCP certification obtained or in progress; GPHR certification strongly desired. LeadVenture provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, LeadVenture complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, transfer, leaves of absence, compensation, and training. LeadVenture expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of LeadVenture’s employees to perform their job duties may result in discipline up to and including discharge. #J-18808-Ljbffr