Vice President, HRbp

Vor 7 Tagen

Zug, Schweiz Thomson Reuters Vollzeit

The HR Business Partner (HRBP) is a highly matrixed and collaborative role. Thomson Reuters is an enterprise business, requiring HR Business Partners to work together in a cohesive and collaborative manner with their business leadership team as well as the regional HR teams and Centers of Excellence to drive the strategic people agenda. The **Vice President, HRBP - Operations** role is responsible for business partnering across all key Operations teams within Operations and Technology at Thomson Reuters. These teams include our Customer Service and Support (CSS), Customer to Cash (C2C) and Global Content Operations. This role will also support the continued evolution of Thomson Reuters Shared Service Centres.

**Preferred location**:UK/EMEA

**About the Role**:
As Vice President, HRBP - Operations, you will have accountability for:
**Partnering and innovating across the enterprise**
- Determines the implications of changes in the external and internal business environment and contributes to the appropriate HR response
- Provides consulting advice, coaches and influences senior leaders on people plan and people leadership
- Partners effectively with various areas of the People Function, including Regional HR teams and the Centers of Excellence (CoEs) (for example Talent, Reward, Talent Acquisition, Service Delivery) to develop, deliver and promote central initiatives that drive the business strategy
- Acts as a change agent within their organization and across HR, in particular influencing their leadership team to reflect, evolve, transform and innovate
- Works with other HRBPs and COEs to ensure the execution of their people plan is in line with others and is non-duplicative

**Strategic workforce planning**
- Interprets the business strategy to deliver the strategic workforce plan in collaboration with key stakeholders that is fit for purpose for both the short
- and long-term
- Uses predicative analytics and scenario modelling to inform strategic workforce planning
- Uses knowledge of the external market to identify future capabilities against industry trends in order to design and execute the workforce plan

**Organizational design and talent management**
- Designs the right operating model and talent management activities for their organization to support delivering the business strategy
- Strengthens and builds the talent pool through comprehensive talent management including succession planning, talent flow and career management
- Coaches leaders on effective management of their talent including career and development planning
- Executes the talent acquisition strategy to attract and on-board required future capabilities including ensuring they themselves are deeply connected to the external markets from which talent will be sourced

**Organizational health and effectiveness**
- Consults and identifies ways to improve business effectiveness and operational improvements in alignment with the business model
- Creates actionable insight between organizational health and business performance; designing and executing action plans that contain appropriate levers (leadership, management practices, rewards, structure, organizational climate, etc.)
- Actively manages the employee lifecycle to ensure a positive employee experience
- Leads efforts to build a diverse and inclusive environment where D&I is a driver of strategy rather than compliance
- Interprets and promotes the Corporate Responsibility and Inclusion (CR&I) agenda for the organization
- Partners with stakeholders to reinforce and embed the desired values and culture of the organization

**Understanding our customers, our industry and Thomson Reuters**
- Understands the enterprise strategy and on-going transformation of our business through staying current on latest trends both internally and externally that are relevant to our industry and our profession, brings back best practice to implement within their respective business unit
- Actively seeks out external research and insight on innovation that can help educate employees and leaders to inspire and spark creativity
- Develops professional network both internally and externally, including regularly attends external events to promote Thomson Reuters HR

**Understanding data and creating insight**
- Interprets and provides metrics and analytics to guide management decisions that drive the people strategy
- Creates actionable insight from data to positively impact organization performance
- Leverages predictive analytics to forecast future organizational impact
- Knows how to and promotes the use of Workday as the main platform for creating organizational insight and operational efficiency

**Linking financial performance to people planning**
- Actively monitors Thomson Reuters financial performance and their organization's balance sheet to understand the people implications of current business performance
- Proactively designs and delivers the HR response to financial performance and targets of t

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