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 HRBP will be an integral member of a leadership team driving a truly interconnected people agenda that contributes to the operational and financial performance of the business. In this role, the HRBP will be responsible for leading the execution of the people strategy to deliver business results, as well as creating tailored solutions to meet the needs for the business they support. The HRBP will provide functional leadership and will also be responsible for leading large scale change. The HRBP serves as a thought leader to the business leader(s) as well as to the broader HR organization.
Major areas of accountability
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 the US People Function, 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
- 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 the business
Education and capability requirements
- Business, HR degree required, relevant Master’s University degree is a plus
- Track record of designing and being accountable for the delivery of for a global people strategy
- Track record of leading the HR response to changing industry / business environments
- Experience partnering with senior business leaders
- Experience working in global, complex, matrix environments
- Experience actively managing health of an organization (engagement, culture, D&I etc.)
- 10+ years experience with broad HR responsibilities
- Values and behaviors – demonstrates positive values , role modelling the Company behaviors (trust, partnership, innovation and performance)
- Thomson Reuters management behaviors – role models Thomson Reuters management behaviors whether in a individual contributor or management role themselves
- Problem solving and consulting – ability to diagnose, design, implement and embed robust people solutions which deliver on the Enterprise / BU strategies
- Leading through ambiguity - ability to deal with ambiguous/fluid situations whilst thriving in challenging, global and fast-paced business environments
- Change agent – ability to spot internal and external trends and lead the organisation through change
- Resilient – able to support leaders and the organisation through challenging situations whilst ensuring excellent execution
At Thomson Reuters, we believe what we do matters. We are passionate about our work, inspired by the impact it has on our business and our customers. As a team, we believe in winning as one - collaborating to reach shared goals, and developing through challenging and meaningful experiences. With more than 45,000 employees in more than 100 countries, we work flexibly across boundaries and realize innovations that help shape industries around the world. Making this happen is a dynamic, evolving process, and we count on each employee to be a catalyst in driving our performance - and their own.
As a global business, we rely on diversity of culture and thought to deliver on our goals. To ensure we can do that, we seek talented, qualified employees in all our operations around the world regardless of race, color, sex/gender, including pregnancy, gender identity and expression, national origin, religion, sexual orientation, disability, age, marital status, citizen status, veteran status, or any other protected classification under country or local law. Thomson Reuters is proud to be an Equal Employment Opportunity/Affirmative Action Employer providing a drug-free workplace.
Intrigued by a challenge as large and fascinating as the world itself? Come join us.
To learn more about what we offer, please visit thomsonreuters.com/careers.
More information about Thomson Reuters can be found on thomsonreuters.com.
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