HR Business Partner, Global Functions

Responsibilities

• Serve as primary HR advisor to their assigned client groups, participating in planning discussions and translating business needs into HR priorities;
• Support leaders through transformation, restructuring, and growth phases;
• Implement and execute enterprise-wide HR initiatives within client groups;
• Ensure consistent adoption of company-wide people processes;
• Provide data-driven insights to inform workforce and organizational decisions that impact attraction, performance, and retention;
• Propose HR solutions that would benefit client groups;
• Influence decision-making on talent, structure, and culture within their respective client groups;
• Use people data to identify trends impacting attraction, performance, and retention, proposing data-informed interventions;
• Design and optimize organizational structures for scalability and effectiveness;
• Assist the CPO serving as a point of contact for all Regional HR Directors.

Talent, Performance, and Development

• Support recruitment strategies in partnership with Talent Acquisition to secure diverse and mission-aligned talent across client groups;
• Lead annual and long-range workforce planning processes;
• Conduct role clarity and capability assessments;
• Support change management for restructures and transformation initiatives;
• Guide leaders through performance management, goal writing, feedback, coaching, and corrective actions, ensuring fairness and alignment with global processes;
• Coach leaders on feedback, performance calibration, and differentiation;
• Identify capability gaps and coordinate development plans and learning opportunities;
• Drive succession planning and leadership pipeline development.

Culture, Engagement, and Employee Relations

• Champion a healthy, mission-aligned culture;
• Coach managers on building healthy teams grounded in IJM’s values and Code of Ethics;
• Manage complex employee relations matters (including investigations), escalating high-risk issues appropriately;
• Partner with Employee Experience and HR Operations to ensure consistent policy interpretation and employee support;
• Support managers in making fair, consistent decisions;
• Ensure compliance with global employment laws and company policies;
• Partner with leaders to interpret and act on engagement data;
• Drive initiatives that strengthen collaboration and trust;
• Conduct HR investigations when assigned to them by the CPO, and partner with appropriate divisional/regional HRBP and general counsel;
• Model and reinforce leadership behaviors aligned with enterprise values.