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F-Vice President HR
Pearson
Sao Paulo, , Brazil
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Description
Overview The HR VP is aligned to Brazil and is part of a broader global HR team and population in this area to create, agree and deliver strategic HR initiatives and to design and execute people and talent strategies. In addition driving and delivering long-term sustainable change aligned to the business priorities.
Qualifications
Main activities/responsibilities
Strategy, Commercial Awareness and Organization Design:
● Understand the commercial, internal and external environment that Pearson operates within including a specific in depth understanding of the specific business supported
● Partner with senior management to identify and address the critical needs of the business and achieve goals that support a long-range HR strategy
● Creates and owns the HR strategic plan in line with the wider business plan.
● Work with leadership team to provide strategic input and business rationale to support complex/large scale employee restructures
● Assess impacts and project manage M&A activity as required
● Ability to work cross functionally to ensuring effective provision of HR services for the business area working closely with HR Operations, PPS and the HR hubs to deliver a seamless service
● Manage the geographic team and provide efficient and effective HR Hub services to all parts of Pearson ensuring legislative and audit compliance in all geographies and a high level of quality of advice and operational HR.
Partners with the HR CoE’s to ensure the needs of the region and of Pearson globally are met in program design and delivery
Willingness to take on global projects within HR working across Pearson and/or Core, leading virtual teams and contributing to the progress of the whole company
Delivery and compliance:
● Work closely with the HRSVP and Business Leadership to develop the talent agenda; specifically talent reviews, succession planning, workforce planning and responding to senior level, people related business needs
● Identify, drive and support leadership and talent development activities
● Provide professional advice and coaching to senior leaders in the business area on the implementation of HR policy and support delivery of employee lifecycle events such as pay review and performance and talent review
● Ensure global policies are delivered locally in an appropriate and legally compliant way. Provide input to global policies, ownership of any localised elements of policy.
● Work with leadership team to provide strategic input and business rationales to support complex/large scale employee restructures
● Manage senior level employee relations matters
● Represent Pearson with employee forums, works councils and external bodies as required
Performance and continuous improvement:
● Work closely with leadership team colleagues in the business area and across Pearson to ensure policies, programs, initiatives etc. are consistent with Pearson HR Strategy
● Be a proactive change agent and lead relevant HR related projects working with members of the wider HR team as required
● Provide feedback on the relevance and effectiveness of policy, tools and processes to help improve their design
People Management:
● Leadership, coaching and direct management of Brazil HR colleagues and mentoring to other HR staff globally
● Contribute to the broader development of individuals within the HR function ensuring HR has a ‘one team’ approach to talent management and development avoiding silos and helping build future succession
Recruitment:
● Partner/Consult with Centre of Expertise (CoE) on recruitment strategy
● Lead on developing recruitment strategy and forecast plan with senior leaders
● Partner on senior appointments in the business area including selection decisions, compensation packages and senior on-boarding
● Hold Talent Acquisition accountable on behalf of the business to ensure a satisfactory level of TA service to the business including service delivery, reporting and onboarding
Compensation & Benefits:
● Consult with CoE on compensation and benefits strategy, benchmarking and communicate and interpret this to business leaders
● Hold Reward accountable on behalf of the business to ensure a satisfactory level of support to the business.
Change Management:
● Lead on organisational design activity in business area driving OD principles and knowing when to bring in specialist expertise to supplement
● Lead and drive long term sustainable change
● Operate as an internal business consultant, acting as a change agent on key people issues
● Coach and provide feedback to senior business leaders
● Broker CoE and HR Operations services as required and define service standards with them
Work with the HRSVP on building and managing the HR budget and identify cost savings and efficiencies as appropriate