talent management partner

Al-Mansour Automotive

<div>
 
 
 The Opportunity:
 
 
 
 
 
 
 We are looking for an experienced and results-driven HR Business Partner to join our growing team. In this pivotal role, you will be a strategic partner to our business units, helping to drive our talent agenda and foster a high-performance culture. If you are passionate about HR and have a proven track record in talent management, talent acquisition, performance management, and account management, we encourage you to apply!
 
 
 
 
 
 
 What You'll Do:
 
 
 
 
 
 <ul>
 <li>
 Talent Management: Partner with leaders to develop and implement effective talent strategies, including succession planning, career development, and employee engagement initiatives.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Talent Acquisition: Lead and support recruitment efforts, from sourcing and interviewing to onboarding, ensuring we attract and retain top talent for our automotive operations.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Performance Management: Drive the performance management cycle, providing guidance and support to managers on goal setting, feedback, performance reviews, and development plans.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Account Management: Serve as a trusted HR advisor and primary point of contact for assigned business units, understanding their unique needs and providing tailored HR solutions.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Coach and advise leaders on a variety of HR topics, including employee relations, organizational design, and change management.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Analyze HR metrics and data to identify trends and recommend solutions that improve business outcomes.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 What You'll Bring:
 
 
 
 
 
 <ul>
 <li>
 Bachelor's degree in human resources, Business Administration, or a related field.
 </li>
 <li>
 5-7 years of progressive HR experience, preferably within the automotive industry or a fast-paced environment.
 </li>
 <li>
 Demonstrated expertise in Talent Management, including employee development, engagement, and retention strategies.
 </li>
 <li>
 Proven success in Talent Acquisition, with experience recruiting for diverse roles.
 </li>
 <li>
 Strong background in Performance Management, including designing and implementing performance review processes.
 </li>
 <li>
 Excellent Account Management skills, with the ability to build strong relationships and influence stakeholders at all levels.
 </li>
 <li>
 Exceptional communication (verbal and written), interpersonal, and presentation skills.
 </li>
 <li>
 Strong analytical and problem-solving abilities.
 </li>
 <li>
 Ability to work independently and collaboratively in a dynamic environment
 </li>
 </ul>
 
 
</div>

Talent Management Partner

Caterpillar

<div>Career Area:
Human Resources
Job Description:
Your Work Shapes the World at Caterpillar Inc.
When you join Caterpillar, you're joining a global team who cares not just about the work we do &ndash; but also about each other. We are the makers, problem solvers, and future world builders who are creating stronger, more sustainable communities. We don't just talk about progress and innovation here &ndash; we make it happen, with our customers, where we work and live. Together, we are building a better world, so we can all enjoy living in it.
Caterpillar's Earthmoving team designs, manufactures and supports industry-leading Earthmoving products and services. We&rsquo;re engineers and welders, planners and assemblers, accountants and technicians. We work in offices, warehouses, factories, proving grounds and jobsites around the globe totaling 9,500 employees. We&rsquo;re responsible for the products at the core of our company (Medium Tractor Products, Motor Graders, Medium Wheel Loaders, Paving and SEM products), including the machines upon which they were founded. We serve dozens of industries, and we represent two brands.
And we are one team, collaborating to grow services and create solutions superior to the competition while sharing a purpose to help our customers build a better world.
This position is responsible for the overall business unit capability by improving the performance of its employees through leading the business unit's organizational development, leadership development, people development and talent management strategies and processes around the globe.
The Talent Management Partner primarily serves internal customers, including leadership and employees across global locations. It requires evaluating complex challenges, reviewing solutions, and recommending the best option. The role involves setting priorities, creating work plans, and completing broadly defined assignments to meet organizational and leadership objectives.
What You Will Do:<ul><li>
Develop and implement strategies for organizational effectiveness, engagement, leadership development, and talent management, ensuring alignment with Caterpillar&rsquo;s Values in Action and enterprise initiatives.</li><li>
Provide leadership coaching and education on team dynamics, individual development planning, new supervisor onboarding, cultural change, and career development.</li><li>
Monitor leadership development programs, including the Know to Grow 360 diagnostic.</li><li>
Facilitate employee development activities such as onboarding, training, coaching, and divisional new hire orientations.</li><li>
Drive behaviors that support business objectives; contribute to divisional learning strategies aligned with enterprise goals.</li><li>
Lead career development initiatives across the business.</li><li>
Manage the Employee Insights Survey (EOS) process, including administration, action planning, and coaching leaders on improvement strategies.</li><li>
Oversee budgeting and financial metrics for learning and development, including cost monitoring and forecasting.</li><li>
Partner with HR and COEs to implement enterprise learning programs and global processes; measure effectiveness of development activities.</li></ul>
What You Have:
<ul><li>Progressive experience in HR with a focus on organizational effectiveness, leadership development, and talent management strategies.</li><li>
Proven ability to design and implement development programs, manage change initiatives, and align learning strategies with business objectives.</li><li>
Strong interpersonal and influencing skills to coach leaders, address sensitive issues, and drive cultural and behavioral changes across global teams.</li><li>
Experience with employee engagement tools (e.g., EOS surveys), leadership diagnostics (e.g., 360 assessments), and learning program evaluation.</li></ul>
Top Candidates Will Also Have:<ul><li>
Experience with Workday, particularly in Talent, Learning, or Succession modules</li><li>
Strong facilitation skills for delivering content to diverse audiences, including senior leadership</li><li>
Proven project management experience in small to medium-scale initiatives</li></ul>
Additional Info:<ul><li>
Location: Peoria, IL or Piracicaba</li><li>
Travel: Moderate travel required (less than 15% of working time)</li><li>
This role requires up to 5 days/week onsite</li><li>
Relocation is not available</li><li>
Sponsorship is not available</li></ul>
What You Will Get:<ul><li>
Our goal at Caterpillar is for you to have a rewarding career. Our teams are critical to the success of our customers who build a better world.</li><li>
Here you earn more than just a salary because we value your performance. We offer a total rewards package that provides benefits on day one (medical, dental, vision, RX, and 401K) along with the potential of an annual bonus. Additional benefits include paid vacation days and paid holidays.</li><li>
All qualified individuals - Including minorities, females, veterans and individuals with disabilities - are encouraged to apply.</li></ul>
About Caterpillar &ndash;
Caterpillar Inc. is the world&rsquo;s leading manufacturer of construction and mining equipment, off-highway diesel and natural gas engines, industrial gas turbines and diesel-electric locomotives. For nearly 100 years, we&rsquo;ve been helping customers build a better, more sustainable world and are committed and contributing to a reduced-carbon future. Our innovative products and services, backed by our global dealer network, provide exceptional value that helps customers succeed.
Final details:
Please frequently check the email associated with your application, including the junk/spam folder, as this is the primary correspondence method. If you wish to know the status of your application &ndash; please use the candidate log-in on our career website as it will reflect any updates to your status.
#LI
Summary Pay Range:
$110,520.00 - $165,840.00
Compensation and benefits offered may vary depending on multiple individualized factors, job level, market location, job-related knowledge, skills, individual performance and experience. Please note that salary is only one component of total compensation at Caterpillar.
Benefits:
Subject to plan eligibility, terms, and guidelines. This is a summary list of benefits.<ul><li>
Medical, dental, and vision benefits*</li><li>
Paid time off plan (Vacation, Holidays, Volunteer, etc.)*</li><li>
401(k) savings plans*</li><li>
Health Savings Account (HSA)*</li><li>
Flexible Spending Accounts (FSAs)*</li><li>
Health Lifestyle Programs*</li><li>
Employee Assistance Program*</li><li>
Voluntary Benefits and Employee Discounts*</li><li>
Career Development*</li><li>
Incentive bonus*</li><li>
Disability benefits</li><li>
Life Insurance</li><li>
Parental leave</li><li>
Adoption benefits</li><li>
Tuition Reimbursement</li></ul>
<ul><li>These benefits also apply to part-time employees</li></ul>
Posting Dates:
December 5, 2025 - December 11, 2025
Any offer of employment is conditioned upon the successful completion of a drug screen.
Caterpillar is an Equal Opportunity Employer, Including Veterans and Individuals with Disabilities. Qualified applicants of any age are encouraged to apply.
Not ready to apply? Join our Talent Community.</div>

Senior Talent Management Partner

Robusta

<div>Robusta Technology Group (RTG) is a key driver of digital transformation by providing a holistic tech ecosystem. RTG works with its local and international partners to help build digital customer experiences, establish engineering hubs and build ventures across multiple industries and domains. In this pursuit, RTG serves as a catalyst for impact and growth through events, spaces and content focused on creating impact and growth across the different interactions
Job Overview:
The Senior Talent Partner plays a strategic role in shaping the organization&rsquo;s talent agenda. This role also acts as a trusted consultant to leadership on all talent-related matters. This position works directly with company leaders to oversee workforce planning, talent acquisition, succession planning, capability development, and performance culture. The Senior Talent Partner guarantees that the company has the right people in the right roles at the right time, allowing for organizational growth, high performance, and long-term talent sustainability.
Job Responsibilities
1. Strategic Talent Partnership<ul>
<li>
Serve as the primary talent advisor to business leaders, translating business objectives into talent strategies.</li>
<li>Lead the development and execution of workforce plans, ensuring alignment with future capability needs.</li>
<li>Identify critical roles, talent risks, and build mitigation plans with leadership.</li>
<li>Provide insights on talent availability, salary benchmarking, and market trends.</li>
</ul>
2. Talent Acquisition &amp; Pipeline Management<ul>
<li>
Develop talent pipelines for business-critical capabilities through headhunting, networking, and talent mapping.</li>
<li>Strengthen diversity and inclusion across hiring processes and pipelines.</li>
<li>Improve recruitment processes to ensure speed and quality of hires.</li></ul>
3. Learning &amp; Development<ul>
<li>
Assess current and future skill gaps across assigned business units.</li>
<li>Design learning interventions, leadership programs, and capability-building initiatives.</li>
<li>Promote continuous learning, upskilling, and professional development.</li>
</ul>
4. Performance Culture &amp; Engagement<ul>
<li>
Drive the performance management cycle, ensuring fair, data-driven evaluations.</li>
<li>Monitor engagement levels, turnover risks, and retention indicators.</li>
<li>Recommend interventions to strengthen culture, collaboration, and employee experience.</li>
</ul>
5. Succession Planning &amp; Talent Reviews<ul>
<li>
Drive annual and mid-year talent reviews with business leaders.</li>
<li>Identify high-potential employees and build development paths to accelerate readiness.</li>
<li>Guide leaders in succession planning for critical roles and monitor progress.</li>
<li>Support mobility, rotations, and career progression programs.</li>
</ul>
Requirements<ul>
<li>
Bachelor&rsquo;s degree in Human Resources, Business Administration or related field</li>
<li>+7 years of extensive HR experience with strong exposure to talent management, performance management, L&amp;D, and HRBP roles in fast-paced, multinational, or matrix environments.</li>
<li>Proven success in driving talent strategies.</li>
<li>Strong analytical skills with ability to present talent insights effectively.</li>
<li>Demonstrated ability to manage multiple stakeholders and projects
</li><li>Core Competencies Level:</li>
<li><ul><li>Proactive Problem Solving &amp; Strategic Mindset
</li><li>Emotional Intelligence
</li><li>Communication &amp; Influencing Skills
</li><li>Time Management
</li><li>Agility to Achieve Results
</li></ul></li><li>Job Functional / Technical:
</li><li><ul><li>Talent Strategy Development
</li><li>Capability Learning &amp; Development
</li><li>Performance Management
</li><li>Stakeholder Management &amp; Business Acumen</li>
<li>Change Management</li></ul></li></ul></div>

Amazon.com

<div><h2 class="jobSectionHeader">DESCRIPTION</h2><div>
Amazon&rsquo;s Advertising IMDb and Grand Challenge (AIGC) Talent Management Team seeks a Talent Management Specialist to help build high impact programs that will help to improve the employee and manager experience at Amazon. The successful candidate will be data-driven and analytically minded. In this role, you will be responsible for gathering, analyzing, and interpreting talent data to provide actionable insights to evaluate our processes and drive strategic talent program decisions across the organization. This position is based in Seattle but will interact with business leaders and HR teams globally. 
 
In this role, you will be responsible for evaluating our global talent processes and programs, owning talent business reviews, supporting talent deep-dives across the organization, and developing highly impactful talent programs. This role offers an opportunity to influence global team processes and priorities.
 
 
Program management experience in HR is preferred and the successful candidate will have both a passion for, and a track record of leveraging insights to drive changes in talent programs, balancing competing priorities and thinking creatively to solve complex problems with innovative ideas. 
 
Key job responsibilities 
Using Amazon&rsquo;s talent management framework, this role will be responsible for evaluating and providing recommendations on talent programs and priorities for AIGC. They will dive deep into our talent data to drive insights which will ensure we implement solutions that are seamless and can be adopted globally. As an HR Specialist, your daily work will be both strategic and tactical; you will set and drive long-term goals and also play an active role in implementation. This role will lead key studies in this space and identify opportunities to influence product road map of central teams. This requires working effectively with Talent Management, HR teams across AIGC, and partner teams in Global Talent Management.
 
 
A successful candidate will have strong writing and stakeholder management skills. They must have the ability to gather business requirements and partner with the various customers to plan, implement, and improve solutions. High judgment and the ability to influence stakeholders are essential. 
 
Key responsibilities include, but are not limited to: 
<ul><li>Must Think Big and identify opportunities to scale, augment, or re-imagine our current talent programs to meet our customer needs</li><li>Support research studies and talent actions related to improving talent evaluation processes and identify opportunities to experiment</li><li>Liaison with the central talent management teams and product teams to influence and improve product roadmap, specifically as it relates to talent products</li><li>Must be willing to be cross-trained on talent management processes and support specific aspects of cyclical talent management activities</li><li>Identify and implement metrics for the measurement and analysis of program effectiveness</li><li>Continuously seeking ways to improve the end-user experience with our content, communications, and resources across the team</li></ul></div><h2 class="jobSectionHeader"> 
BASIC QUALIFICATIONS</h2><ul><li>Bachelor's degree, or BS degree</li><li>5+ years of HR, talent acquisition, management consulting, or project/program management experience</li><li>Experience managing multiple projects and priorities across teams in a fast-paced, deadline-driven environment</li><li>Experience in verbal and written communication for executive level leaders</li><li>Proven track record of end-to-end ownership of operational process, change management, and communications.</li></ul><h2 class="jobSectionHeader">
PREFERRED QUALIFICATIONS</h2><ul><li>Graduate degree (Communications, Change Management MBA or HR related field) or Project Management Professional (PMP) certification.</li><li>HR or Talent Development project management experience</li><li>Knowledge of core Talent Management programs including performance management, promotions, succession, and development.</li><li>Previous experience working on career development and talent management initiatives</li><li>Experience using program management resources such as Asana, SIM, Wiki, and Qualtrics</li></ul> 
Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status. 
 
Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you&rsquo;re applying in isn&rsquo;t listed, please contact your Recruiting Partner. 
 
Our compensation reflects the cost of labor across several US geographic markets. The base pay for this position ranges from $113,300/year in our lowest geographic market up to $187,300/year in our highest geographic market. Pay is based on a number of factors including market location and may vary depending on job-related knowledge, skills, and experience. Amazon is a total compensation company. Dependent on the position offered, equity, sign-on payments, and other forms of compensation may be provided as part of a total compensation package, in addition to a full range of medical, financial, and/or other benefits. For more information, please visit https://www.aboutamazon.com/workplace/employee-benefits. This position will remain posted until filled. Applicants should apply via our internal or external career site.</div>

Sr. Talent Management Business Partner, Amazon Ads, IMDB, and Grand Challenge Talent Management Team

MassMutual

<div>HR Business Partner
HR Consulting &ndash; Enterprise Technology Team
Full-Time
Boston, MA, New York, NY or Springfield, MA
The Opportunity:
The HR Business Partner (HRBP) will join the HR Consulting team and lead the development and implementation of human capital strategy requirements to successfully execute client business strategy by providing human resources consultation and support to the ETX organization. You will use your knowledge of various human resources functions and disciplines, including staffing, compensation, benefits, learning, DE&amp;I, talent management, organizational effectiveness and employee relations to provide tactical and strategic HR support. You will consult with business unit management in the strategic planning process and development of human resources strategies that support the unit's business needs. You will engage other human resources functions when necessary. Advanced knowledge in a variety of concepts, practices, and procedures within HR body of knowledge with demonstrated expertise in influencing business strategy and shaping HR strategic direction will ensure success. This role will be assigned to support senior business leaders that report directly to the company's Head of ETX.
The Team:
The Enterprise Technology &amp; Experience HR Business Partner team is a highly consultative group of HR professionals focused on developing and implementing end to end talent strategies that enable business performance and results.
The Impact:
Investing in the Organization<ul><li>Active participant and influencer in the business strategy &amp; planning process</li><li>Leverage internal and external data to influence and advise on all aspects of the talent ecosystem</li></ul>
Brokering Knowledge<ul><li>Engage, advocate and partner with HR COE&rsquo;s to help business leaders achieve their goals</li><li>Consistently share strategic business updates from client group with HR community to build broader business acumen</li></ul>
Talent Management<ul><li>Contribute to development of holistic BU/CU talent strategy and apply to SBU as appropriate by leveraging Talent Management&rsquo;s standardized tools and practices</li><li>Drive on-going dialogue around talent pipeline to ensure top talent for both now and the future to support business goals</li><li>Partner with leaders on driving intentional talent mobility &ndash; within and across BU/CU&rsquo;s</li></ul>
Organizational Effectiveness<ul><li>Lead organizational design discussions to ensure appropriate processes, rewards, structure, and people are in place to deliver on strategic priorities</li><li>Partner with leaders to create plans based on feedback from stakeholders for increased engagement and organizational effectiveness</li></ul>
Inclusion<ul><li>Integrate inclusion as an intentional topic and priority across all talent touch points</li><li>Build cultural competence and be a sought-after partner and advisor to business leaders
</li><li>Role model and champion inclusive leadership to support our cultural journey</li></ul>
The Minimum Qualifications<ul><li>
Bachelor&rsquo;s Degree</li><li>
5+ years of experience working in HR, including consultative HRBP experience</li></ul>
The Ideal Qualifications<ul><li>
8+ years of experience working in HR, with at least 5+ years of HRBP experience</li><li>
Experience supporting technology functions and/or non-U.S. organizations</li><li>
Strong communication skills, work ethic, passion for learning, resilience, self-motivation and self-awareness</li><li>
Experience in executive level presentations, influencing and leading through change</li><li>
Understanding of complex and high value compensation plans</li><li>
Proficient in Microsoft Office Suite</li><li>
Proactive leader with an agile mindset and an eagerness to lead transformation</li></ul>
What to Expect as Part of MassMutual and the Team<ul><li>
Regular meetings with leaders aligned with Enterprise Technology &amp; Experience</li><li>
Focused one-on-one meetings with your manager</li><li>
Networking opportunities including access to Asian, Hispanic/Latinx, African American, women, LGBTQIA+, veteran and disability-focused Business Resource Groups</li><li>
Access to learning content on Degreed and other informational platforms</li><li>
Your ethics and integrity will be valued by a company with a strong and stable ethical business with industry leading pay and benefit</li></ul>
Must be eligible to work in the US without requiring sponsorship
#LI-FT1
MassMutual is an equal employment opportunity employer. We welcome all persons to apply. 
 
If you need an accommodation to complete the application process, please contact us and share the specifics of the assistance you need.
 
 
California residents: For detailed information about your rights under the California Consumer Privacy Act (CCPA), please visit our California Consumer Privacy Act Disclosures page.</div>

HR Business Partner

Baker McKenzie

<div><div><div>This role can be based in either Amsterdam, Brussels or Stockholm.

The HR Business Partner, North West and Nordics (NWN) will support the Practice Group (PG) Talent Leads with PG-related Talent services in a given market grouping/cluster, aligned with the regional's strategic direction, vision, and values in a highly matrixed organization.

Main responsibilities:

Strategy:
<ul>
<li>Work closely with the Local Practice Group Heads (LPGH) in the market grouping to align HR strategies with PG organizational goals, ensuring that workforce initiatives directly support business priorities and financial targets (incl. total cost to company and cost effectiveness contributions etc.)</li>
<li>Develop and implement the PG Talent Strategy in the local PGs in the market grouping</li>
</ul>
Pipeline Management &amp; Promotions:
<ul>
<li>Talent pipeline management, succession planning and management of the promotion process on PG-level (in partnership with the Partner Matters Talent Director/Team)</li>
<li>Support and coordinate the promotion process from Associate to Local Partner/Counsel in the market grouping, working with the PG Talent Lead(s) to compile materials for candidates</li>
<li>Advise on the annual matriculation process for Associates advancing class years</li>
<li>Facilitate discussions with Practice Group Leads (PGLs) to support the talent mapping/pipeline process</li>
<li>Talent Reviews: support &amp; coordinate the EMEA Talent Review process for the PG</li>
</ul>
Performance Management (Fee Earners):
<ul>
<li>Run/lead/support/coordinate the Associate, Counsel and Local Partner performance management processes (e.g., annual evaluation and promotion processes, incl. moderation and calibration meetings) for the assigned practice group in the market grouping</li>
<li>Evaluate performance results with the LPGHs; work with the LPGHs to identify and implement solutions and programs for underperforming and high potential talent as well as high-potential talent</li>
<li>Coach partners on associate performance issues</li>
<li>Sit in on performance review meetings when needed</li>
<li>Escalate high-risk or employee relations situations to Office Talent Leads</li>
</ul>
Career Development (Fee Earners):
<ul>
<li>Coordinate across the market grouping nomination for EMEA programs, assess and identify lawyer training needs and address in partnership with EMEA</li>
<li>Leadership and Learning Lead, provide individual career development coaching sessions on an as-needed basis</li>
<li>Coordinate nomination for internal and external programs, assess and identify lawyer training needs, and address them in partnership with LPGH &amp; Leadership and Learning team</li>
<li>Lead regional career conversations program focusing on high-level conversations between attorneys and Firm leaders to support desired career path</li>
<li>Work with knowledge management to ensure practice-specific training is appropriate and well attended</li>
</ul>
Reward:
<ul>
<li>Partner Reward: Provide input to Principal and LP compensation process</li>
</ul>
Coaching &amp; Counselling:
<ul>
<li>Provide individual career development coaching and counselling sessions and work with individuals on their development plans and business plans</li>
<li>Coach attorneys through performance issues</li>
</ul>
Workforce Planning:
<ul>
<li>Team planning and management for the PG: partnering with LPGHs in the market grouping on team shape, capacity review and utilization; Special attention to be drawn to ID&amp;E-aspects; Headcount right-sizing programs: Collaborate and seek advice with Office Talent Leads in case of Headcount Right-sizing programs and individual redundancies</li>
<li>Engage in PG workforce planning (on market grouping level) by developing and executing strategies and initiatives for workforce planning, succession planning and talent retention</li>
</ul>
Integration:
<ul>
<li>Serve as a key liaison in the market grouping to support and facilitate integration of lateral partners, associates, and incoming first-year associates</li>
<li>Develop and coordinate a one-year integration plan for lateral partners</li>
<li>Oversee ramping up and down of attorneys from temporary departures/leaves of absence</li>
</ul>
On-boarding:
<ul>
<li>Host PG-orientations for the lawyers in the market grouping and be available as a resource</li>
<li>Liaise with other functional teams to support new joiners in learning firm tools, technology, operations, and strategies</li>
</ul>
Mobility:
<ul>
<li>Participate in strategic mobility planning on market grouping level to identify development opportunities, share capacity etc. and liaise with Global Mobility</li>
<li>Advisory Group and office-based Talent Management on mobility issues throughout the PG in EMEA</li>
</ul>
Employee Relations:
<ul>
<li>Provide commercial advice and guidance to LPGHs on employee relations matters liaising closely with Office talent teams as necessary</li>
</ul>
Engagement (on PG-level in the market grouping):
<ul>
<li>Work closely with LPGHs to understand key themes and areas of focus to develop and implement PG engagement plans across the region/market grouping;</li>
<li>Follow-up on BakerPulse engagement surveys across the practice groups in the market grouping, consistent with overall EMEA approach; partner with LPGHs to facilitate communications and develop medium and long term engagement plans</li>
</ul>
Recruitment:
<ul>
<li>Identify gaps, evaluate staffing options, coordinate the on-boarding/ induction for the PG (at market grouping level), including lateral hire Integration (serve as key liaison to support and facilitate integration of lateral partners in EMEA)</li>
</ul>
Partner with other People Teams:
<ul>
<li>Partner closely with People Centres of Excellence to drive for results and innovative people solutions</li>
<li>Close coordination with office-based Talent Management in relation to operational items/employee relations, provide HR advisory support to the PGLs on people-related issues</li>
<li>Partnership with the People and EMEA leadership teams to help develop optimal People strategy, infrastructure and resources for EMEA</li>
</ul>
Talent Projects:
<ul>
<li>Collaborate in the design &amp; implementation of Global/Regional Talent strategy and initiatives</li>
</ul>
Skills and experience:
<ul>
<li>A bachelor&rsquo;s degree focusing on Talent, Professional Development, Organizational Development, Management, or other related areas; JD or law firm experience preferred</li>
<li>Extensive experience in Talent Management, preferably in a professional services environment</li>
<li>Experience working across multiple locations and jurisdictions</li>
<li>Excellent written and verbal communication skills and attention to detail; fluent written and spoken English is required</li>
<li>Demonstrated ability to solve problems and drive results with a sense of urgency in setting strategies and executing against the objectives</li>
<li>Proven ability to influence, interact, and consult with senior leaders, strong collaboration skills, and effective stakeholder management</li>
<li>Strong coaching, counselling, business acumen, and overall communication skills</li>
<li>Knowledge of and involvement in the larger professional development/talent management community a plus</li>
<li>Prioritizes collaboration and teamwork values</li>
</ul>
Location: Amsterdam, Brussels or Stockholm 
 
Reports to: PG Talent Lead(s) 
 
Development framework: Manager 
 
Travel requirements: Some travel is required to the Firm's offices across the region. 
 
About us

At Baker McKenzie we are different in the way we think, work and behave. With our team of 13,000 people, including over 6,500 locally admitted lawyers, in over 70 offices worldwide, we have a passionately collaborative community of 60 nationalities and are committed to world-class career development to everyone in every job at every level. Baker McKenzie can offer you both the uncompromising commitment to excellence expected of a top firm paired with a passionately global and genuinely collaborative working environment. 
 
Additional Information

To Apply 
 
At Baker McKenzie we welcome direct applications. 
 
Please click on the Apply icon to start the online application process for this role. We will then be in touch with you once we have reviewed your application. If you are unable to apply online, please contact Vanessa Renforth in the Recruitment Team on either +44 20 7072 5731 or Vanessa.Renforth@bakermckenzie.com 
 
Baker McKenzie is an Equal Opportunity Employer. We are committed to promoting diversity and inclusion for all. Our unique international culture is reflected in the drawing together of a worldwide family of individuals from diverse cultures and backgrounds in all of our offices. We encourage the best people - regardless of race, religion or belief if any, gender, gender identity, disability, sexual orientation or age - to fulfill their professional aspirations with us. We are committed to ensuring an inclusive and accessible experience for all candidates.</div></div></div>

HR Business Partner, North West and Nordics (NWN)

LVMH Perfumes & Cosmetics

<div>
 
 The HR Business Partner will work closely with leadership and management teams to align human resources strategies with business objectives, while driving employee engagement, performance, and talent development. This role demands a high level of expertise in people management, organizational development, and an understanding of the unique needs of the luxury retail beauty sector.
 
 
 
 
 
 
 Role &amp; Responsibilities:
 
 
 
 
 
 
 
 
 1. Strategic HR Partnership:
 
 
 <ul>
 <li>
 Partner with senior management and department leaders to understand business goals and
 </li>
 </ul>
 
 objectives and align HR strategies accordingly.
 
 <ul>
 <li>
 Be the trusted advisor to business leaders on People topics: Talent Acquisition, talent management, workforce planning, performance management and succession planning.
 </li>
 </ul>
 
 
 
 
 
 2. Talent Management &amp; Development:
 
 
 <ul>
 <li>
 Identify talent gaps, create strategies for recruitment, and collaborate with the Talent Enablement team to attract top-tier talent for key roles.
 </li>
 <li>
 Design and implement employee development programs that foster continuous learning and growth.
 </li>
 <li>
 Support leadership in cultivating high-performance teams, including coaching managers on effective team management and employee engagement practices.
 </li>
 </ul>
 
 
 
 
 
 3. Employee Relations &amp; Engagement:
 
 
 <ul>
 <li>
 Foster a positive and inclusive workplace culture, ensuring alignment with the brand&rsquo;s values and LVMH Beauty.
 </li>
 <li>
 Lead initiatives aimed at enhancing employee engagement, satisfaction, and retention.
 </li>
 <li>
 Address employee relations issues with a solution-oriented approach, including conflict resolution, disciplinary actions, and grievance management.
 </li>
 </ul>
 
 
 
 
 
 4. Performance Management:
 
 
 <ul>
 <li>
 Support the performance management cycle, ensuring clear goals and performance expectations are set and met.
 </li>
 <li>
 Provide guidance on performance appraisals, feedback, and development plans to improve individual and team performance.
 </li>
 </ul>
 
 
 
 
 
 6. Budget Management
 
 
 <ul>
 <li>
 Oversight and full budget management on People costs + HR Budget for the brand
 </li>
 </ul>
 
 
 
 
 
 7. Change Management:
 
 
 <ul>
 <li>
 Lead or support brand &amp; division change initiatives, ensuring smooth transitions, clear communication, and Maison and employee buy-in.
 </li>
 <li>
 Help drive the integration of new technologies, processes, and systems that impact employee experience and operational efficiency.
 </li>
 </ul>
 
 
 
 
 
 8. Compliance &amp; Risk Management:
 
 
 <ul>
 <li>
 Ensure compliance with labor laws, company policies, and industry regulations related to HR practices.
 </li>
 <li>
 Advise and support CoE teams and brand HQ on compliance &amp; DEI
 </li>
 </ul>
 
 
 
 
 
 9. Reporting &amp; Analytics:
 
 
 <ul>
 <li>
 Leverage HR data and analytics with the CoE team to identify trends, track key performance indicators, and provide insights to business leaders for informed decision-making.
 </li>
 <li>
 Monitor and report on the effectiveness of HR programs, policies, and initiatives, recommending improvements &amp; efficiencies.
 </li>
 </ul>
 
 
 
 
 
 Key Competencies &amp; skills
 
 
 <ul>
 <li>
 Minimum of 6 years of HR experience, with at least 4 solid years in a business partner role within the luxury retail, beauty, or fashion industries.
 </li>
 <li>
 Proven experience in talent management, employee relations, and performance management.
 </li>
 <li>
 Strong understanding of HR best practices, including organizational development and change management.
 </li>
 <li>
 Experience in a matrix organization, demonstrating a collaborative and cross-functional working style.
 </li>
 <li>
 Excellent interpersonal, communication, and relationship-building skills.
 </li>
 <li>
 Ability to influence and work collaboratively with senior leadership and cross-functional teams.
 </li>
 <li>
 Knowledge of labor laws, HR policies, and industry trends.
 </li>
 <li>
 Strong problem-solving, conflict resolution, and negotiation skills.
 </li>
 <li>
 Ability to thrive in a fast-paced, luxury retail environment, and manage competing priorities.
 </li>
 <li>
 A strategic thinker who can deliver results through effective People initiatives and drive change when necessary.
 </li>
 <li>
 Financial saviness is ideal with strong Excel capabilities.
 </li>
 <li>
 Bachelor&rsquo;s degree in HRM, Business Administration, or related fields. A master&rsquo;s degree or HR certifications (e.g., SHRM-CP, PHR) is a plus.
 </li>
 </ul>
 
 
</div>

Human Resources Business Partner

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