StrategicPartnership: collaborate with businessleaders, department heads, and HR colleagues across the organization indeveloping and implementing HR strategies that align with business goals. EmployeeRelations: address employee concerns andmediate conflicts to maintain a positive, fair, and inclusive work environment.Would also lead complex employee relations issues and provide guidance tomanagers on handling sensitive situations. May also require developing a robustemployee network to understand the pulse of the center and the organization. PerformanceManagement: Oversee the annualperformance management cycle, including goal setting, evaluation, and appraisalprocesses for the center, providing support to managers, and ensuring thatbudget and talent strategy parameters are achieved. Talent Management: proactively work with business leaders, departmentheads, talent acquisition, and learning & development teams to attract,retain, and develop top talent, supporting expansion and succession planstrategies of each area. This also includes managing internal transfer,relocation, and exit cases, as well as leading interventions such as career ordevelopment discussions, compensation, policy adherence, performanceimprovement plans, group town halls, reward & recognition, leadershipconnects, among others. Change Management: lead and support legal, policy, and organizationalchanges to ensure smooth transitions and minimal disruption. This will includeleading, along with the business leaders, the implementation and communicationplans. Staying up to date with local labor laws and HR best practices isessential. Compliance andRisk Management: partner with the HRCompliance team in ensuring that all HR policies are followed in the center byemployees, including managers, and that any people-related practice isconsistent with company policies and local laws and regulations, therebymitigating HR-related risks. May also take a leading role in internal andexternal audits where HR representation is required. Data-DrivenDecision Making: maintain updated HRmetrics and utilize these through analytics to inform decision-making andimprove HR processes. This will include creating insightful dashboards,reports, or presentations for senior-level audiences. HR processes,metrics, and reporting: own the assignedHR metrics and processes, for key areas such as recognition, engagement,retention, attendance, attrition, exit interviews, monthly inputs to payroll,and other ad hoc people initiatives that may be required. This includes making sure that thecorresponding data is updated in the ERP / HR software. Team Management: Lead and mentor a team of HRBP professionals, ensuringthey are aligned with the company's business objectives and empowered tosupport the business areas assigned to them. Excellent communication skills, in English and Spanish. Advanced English level is required. Strong business acumen. An understanding of the consulting, professional services, analytics, technology, or financial services industries would be a plus. Solid understanding of the Chilean labor laws. Effective relationship building, stakeholder management, and interpersonal skills; ability to influence and coach senior leaders. Advanced competencies in Office 365 tools, particularly Excel, with the ability to build reports and draw insights. (Experience with PowerBI or ERP/HR software would be ideal) Excellent planning, time management, prioritization, and organizational skills Leadership skills with the ability to manage a team of high performing individuals; demonstrable experience managing a team would be ideal. #J-18808-Ljbffr