Job Description

The Senior Manager, People and Culture Business Partnerships serves as the primary strategic People and Culture advisor to assigned senior leaders and client groups. The role translates organizational priorities into integrated workforce, talent, organizational design, culture, and employee-experience strategies; leads workforce and succession planning; advises on complex employee relations and employment risk; and uses workforce analytics to guide decisions. Working across headquarters, regional, and country-office structures, the Senior Manager partners with Legal and People and Culture Centers of Excellence, provides functional leadership to HR Business Partners, and advances modernized, digital-first and responsible AI-enabled HR practices that support CARE's mission and transformation agenda.

RESPONSIBILITIES:

Strategic People and Culture Business Partnership and Executive Advisory

• Serve as the primary People and Culture advisor to assigned senior leaders and leadership teams, translating organizational priorities into integrated workforce, talent, culture, and organizational effectiveness strategies.
• Lead annual people planning, identifying workforce priorities, critical capabilities, talent risks, succession vulnerabilities, and actions required to achieve business objectives.
• Provide independent, evidence-based advice on workforce decisions, leadership effectiveness, organizational structure, employee experience, and employment risk; constructively challenge decisions inconsistent with CARE's values, policies, or priorities.
• Participate in leadership-team discussions and ensure workforce, culture, inclusion, safeguarding, and organizational implications are considered.
• Build trusted relationships across headquarters, regional, and country-office structures and hold leaders accountable for agreed people actions.

Workforce Planning, Organizational Design and Change Leadership

• Lead strategic workforce planning, including assessment of staffing requirements, workforce capacity, critical roles, capability gaps, and talent availability.
• Advise leaders on organizational design, operating models, role clarity, spans of control, reporting relationships, job design, workforce deployment, and restructuring.
• Lead people-related components of restructures, workforce transitions, functional redesigns, integrations, and other significant changes with Legal, Finance, Total Rewards, and People and Culture Centers of Excellence.
• Assess employee impacts and develop change-management, communication, consultation, training, and stakeholder-engagement plans.
• Ensure organizational and workforce decisions align with CARE's job architecture, global policies, inclusion commitments, delegated authorities, and employment requirements.

Talent, Performance, Succession and Leadership Effectiveness

• Lead talent reviews, succession planning, and performance calibration, ensuring identification of critical roles, high-potential talent, development priorities, retention risks, and succession gaps.
• Advise leaders on talent deployment, internal mobility, career development, leadership pipelines, capability building, and workforce continuity.
• Coach senior leaders and managers on leadership effectiveness, team dynamics, goal setting, performance improvement, difficult feedback, employee development, and persistent underperformance.
• Analyze engagement results and workforce indicators and develop measurable improvement plans with leaders.
• Promote equitable and inclusive talent decisions by identifying and challenging bias in recruitment, performance, promotion, succession, development, compensation, and workforce planning.

Employee Relations, Analytics, Total Rewards and HRBP Leadership

• Provide senior-level advice on complex and sensitive employee-relations matters and lead or oversee reviews and investigations with Legal, Employee Relations, Safeguarding, Ethics, Security, and other stakeholders.
• Assess legal, financial, operational, safeguarding, cultural, and reputational risks; recommend defensible, consistent, values-aligned actions and escalate high-risk matters.
• Advise senior stakeholders on sensitive employee-relations and PSHEA matters and identify systemic trends requiring preventative interventions, policy changes, or manager education.
• Analyze workforce data and provide actionable insights on turnover, retention, vacancies, engagement, performance, succession, employee-relations trends, demographics, mobility, absence, and capacity.
• Partner with Total Rewards on job evaluation, job architecture, compensation reviews, promotions, market adjustments, retention proposals, pay equity, and workforce-cost implications.
• Set consistent HRBP priorities and service standards; coach less-experienced Business Partners; lead cross-functional projects; and champion digital-first, analytics, automation, and responsible AI-enabled HR practices.

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