Job Description

JOB SUMMARY:

The Senior Manager of People and Culture Regional and Corporate Business Partnerships serves as the principal strategic HR business partner to the Latin America and Caribbean (LAC) Regional Director, Regional Leadership Team, and designated headquarters-based senior leaders and client groups. The role translates organizational, regional, and business priorities into integrated workforce, talent, organizational design, culture, employee experience, and change strategies. It leads workforce planning, succession management, leadership development, employee engagement, complex employee relations, senior-level recruitment support, and people analytics. Working across regional, country-office, and headquarters structures, the role partners with Legal and People & Culture Centers of Excellence, strengthens HR capability, and advances responsible digital HR transformation.

RESPONSIBILITIES

Regional and Corporate Strategic HR Business Partnership

• Serve as the principal HR Business Partner to the LAC Regional Director and Regional Leadership Team and as primary HR Business Partner for designated headquarters-based leaders and client groups.
• Embed workforce, talent, organizational effectiveness, culture, inclusion, safeguarding, and employee experience considerations into regional and business planning.
• Translate organizational People & Culture priorities and business priorities into actionable workforce, talent, culture, organizational effectiveness, and employee engagement strategies.
• Provide strategic oversight and independent, evidence-based counsel on workforce decisions, organizational structure, employee experience, employment risk, and leadership needs.
• Identify regional workforce trends, talent risks, succession vulnerabilities, employee relations concerns, and organizational effectiveness opportunities.
• Build trusted relationships with senior leaders, strengthen accountability for people actions, and ensure alignment between regional and corporate People & Culture initiatives.
• Partner with the Regional Director and Talent Acquisition on senior-level recruitment, succession planning, and leadership pipeline development.

Workforce Planning, Organizational Design and Change Leadership

• Lead strategic workforce planning for assigned regional and corporate portfolios.
• Advise leaders on organizational design, operating models, reporting structures, role clarity, workforce deployment, and job design.
• Lead the people-related aspects of restructures, workforce transitions, organizational redesigns, and transformation initiatives.
• Assess employee impacts and develop communication, training, stakeholder engagement, and change management plans.
• Partner with Finance, Legal, Total Rewards, and People & Culture Centers of Excellence to ensure organizational changes align with policy, job architecture, delegated authority, and compliance requirements.
• Support digital transformation initiatives that strengthen organizational effectiveness and workforce capability.

Talent, Performance, Succession, Leadership Effectiveness and HR Capability

• Lead talent reviews, succession planning, performance calibration, and employee engagement follow-up for assigned portfolios.
• Identify critical roles, high-potential talent, retention risks, leadership gaps, and workforce continuity needs.
• Coach senior leaders and managers on leadership effectiveness, employee development, performance management, team dynamics, and measurable engagement action plans.
• Promote equitable and inclusive talent practices and advance leadership pipelines and development opportunities for national staff in support of localization goals.
• Coach and mentor Country Office HR Leads to strengthen their effectiveness as strategic business partners.
• Facilitate collaboration, peer learning, and knowledge-sharing across the regional HR network and promote consistent implementation of People & Culture policies, systems, standards, and practices.
• Strengthen country-office capability in workforce planning, succession management, employee engagement, change management, HR technology, workforce analytics, automation, and emerging AI-enabled tools.

Employee Relations, Workforce Risk, Analytics, Total Rewards and Digital HR Transformation

• Provide senior-level guidance on complex employee relations matters across regional and corporate portfolios.
• Partner with Legal, Employee Relations, Ethics, Safeguarding, Security, and other stakeholders on investigations and sensitive employee matters.
• Assess legal, operational, financial, safeguarding, and reputational risks and recommend values-based solutions; support HR audits, compliance reviews, and risk assessments.
• Support regional and country-office leadership during humanitarian emergencies to address employee well-being, workforce continuity, and duty-of-care obligations.
• Analyze workforce data on turnover, retention, vacancies, engagement, succession, mobility, and employee relations to inform strategic decisions and identify risks and opportunities.
• Partner with Total Rewards on compensation reviews, job evaluation, market assessments, pay equity analyses, promotions, and retention strategies.
• Champion responsible workforce analytics, automation, AI-enabled HR solutions, and emerging technologies and lead or contribute to cross-functional modernization and transformation initiatives.