Sr Manager People Partnering

Role Summary

As a Sr Manager People & Culture business partner, this role is about partnering closely with our stakeholders and supporting their organizational needs. This role has aspects that are operational and others that are creative; you never know what new initiatives you may be working on next quarter! We're really looking for someone who is flexible, creative, and resourceful. There is so much to do, and you'll have the autonomy to make things happen. The role entails partnering with COO leaders across 5 key regional functions to drive quarterly initiatives while partnering with our People Team and COEs to support our stakeholders with P&C initiatives.

What's On Your Plate

• Scope: You'll be partnering with the COO organization responsible for our regional functions: Sales, Logistics, Food Services, CX/Ops excellence, and Marketing. As the Sr. Manager People partnering, you will partner with the C1/head of functions in their end-to-end people experiences through your strong business acumen and data-driven mindset.
• Data Driven Mindset: In your role, you're expected to monitor health metrics across the function you're supporting by working closely with the head of function and their leadership team.
  Function Health: Monitoring functional-level health through tools like Peakon, Power BI, and Tableau, and working closely with the leaders to identify risk areas and propose solutions evaluating mindset, culture, performance, and environment as a whole in each market.
• Environment Health
  Acquisition/Retention: Monitoring acquisition and retention metrics, performing root cause analysis, storytelling through data, and co-creating solutions to solve retention in your area.
  Compensation Health: Monitoring function and market dynamics and their impact on talent. When needed, working with Leads and Rewards to build business cases for pay band and/or benefits redesign.
  Mindset/Culture: Working closely with the function leads to ensure our business leaders embody the values of the organization and that it is embedded in their ways of working, hiring, performance, etc.
• Experience Optimization: Responsible for identifying gaps in experience and collaborating with stakeholders or People & Culture teams to bridge the gap.
  Change Management: Manages the transformation by developing change management strategies with the head of function in collaboration with management. Knows how to build change both top-down and bottom-up and owns the change topics at the business area level. Is a leader influencing others in continuous improvement and mentoring other People Partners in change management practices.
  Identifying Talent Gaps: Understands the various business areas, organizational design, and business needs. Can foresee long-term talent shortages and works closely with leaders to identify critical hiring needs to design the hiring plan in alignment with business priorities and budget.
• Growth & Development
  Talent Development: Working with Talent Development on Leadership Development Plans and Succession Planning.
  Coach/Mentor: A coach and mentor for HOF and HOF1s through your deep understanding of stakeholder challenges.
  Performance Management: Working with stakeholders in designing MYR and EYR in alignment with DH/talabat guidelines and stakeholder needs.
• Business Acumen: Understand the function vision OKRs and collaborate with HOF and HOF1 to design and drive People & Culture OKRs in alignment with the country objectives.

Qualifications :

What Did We Order

• Bachelor's degree
• Naturally organized and likes to plan ahead
• High levels of ownership, passion & drive to deliver strategic initiatives
• Collaborative & empowering working style
• Challenge the status quo
• Strong team player with the ability to take initiative and operate independently
• Able to manage ambiguity and multiple priorities
• Experience in working in international and complex organizations

Remote Work : No

Employment Type : Full-time