Senior People Partner

What you'll be doing

• De ne, develop and implement our people vision to support our ambitious business strategy
• Review the brand/function s operating model and workforce planning approaches to ensure optimal organizational structures are in place to support future focus, growth, scalability and employee
• satisfaction
• Work with the team to consider competitor and industry approaches and translate these insights into roadmaps that de ne the employee experience, reveal gaps and pain points, and identify key opportunities for business enhancements and innovation
• Provide guidance and recommendations on the most complex issues, supporting our team in all related people areas including: recruitment, performance management, succession planning, retention, talent development, compensation and rewards, employee relations, and employee engagement
• Provide clear and inspirational leadership to motivate and develop the team to deliver high quality, customer-centered services
• Be an active and e ective member of the Leadership Team, ensuring the high visibility, focus and delivery of the People and Culture strategy
• Act as a change agent by looking for new ways to improve the employee experience and de ne our brand/function employee value proposition
• Lead the development of initiatives in line with Localization Strategy
• Continually assess our existing policies, procedures, and programs and put forward recommendations to improve e ciencies and employee satisfaction.
• Lead the on-going design and execution of brand/function speci c employee onboarding, training and development programs to improve the depth and breadth of the team s skills set and to raise awareness around behavioral, technical and leadership competencies
• Work with the Group s Talent Acquisition team to ensure internal and external recruiting strategies result in relevant, high caliber candidates being identi ed
• Work closely with Group HR to implement the annual performance management cycle and act as a change agent within the brand/function to support the introduction of new approaches and performance platform
• Continually review and monitor the e ectiveness of employee commission schemes and put forward recommendations for change
• Identify our HiPOs through employee pro ling; educate teams around career paths and support all succession planning and talent development actvities
• Encourage a growth mindset amongst team members by collaborating with our Learning team to assess training needs so relevant and inspiring training and development programs are available and monitor the brand/function s training budget and individual s learning consumption
• Use all available HR data to ensure HR analytics supports all reporting, action planning and decision making and put forward recommendations for change
• Act as a coach and mentor to our people and provide advice and guidance to our leadership team, using HR data analytics, external benchmarks and best practice approaches to support decision making As part of our cultural transformation, provide advice and guidance to leaders and managers around
• how to act as role models to create a positive and inspiring team climate
• Champion both Group and brand/function speci c Diversity and Inclusion initiatives, with a key focus on culture change, nationalization and employee wellbeing
• Collaborate with the Group s People Experience team to design employee engagement surveys, and be accountable for the necessary action planning and improvement goals
• Develop key performance indicators to help identify progress and improvements made on employee engagement and ensure continual improvement
• Manage all people and process related employee communications, using My Chalhoub and other inspirational approaches to embed key messages.
• Lead/Support annual manpower planning with Brand/Function Leaders and ensure vacancies are managed in line with the approved budget and executed as per the correct recruitment process Assess current roles and provide recommendations for new roles in coordination with Business Head
• and Vertical Head of People
• Participate in the recruitment process through assessment centers or competency-based interviews
• Review all proposed internal transfers within the vertical and provide recommendations
• Ensure all escalated employees grievances are closed