We are looking for a strategic and commercially minded leader to provide business-focused HR guidance to support the fastest growing arm of TRTA, the Corporate Segment. The Corporate Segment has about 1,200 employees global revenues of $550m, and is projected to continue in 2018. This is a b2b business providing software and services to the largest corporations in the world. The business maintains an ambitious and demanding growth agenda; seeking growth through multiple vectors including launches of new product offerings, expansion to the cloud, development of strategic partnerships and expanding globally.
The HR Business Partner will be responsible for contributing to the operational and financial performance of the business by driving a truly interconnected people agenda, and will be an integral member of the TRTA HR leadership team as well as the Corporate Segment leadership team. Although a HR role, we are open to strong commercial candidates with little HR experience but a keen interest in driving an HR agenda. The roles requires strong business acumen, the ability to build relationships with business leaders and global peers, develop existing talent and identify new talent. You will have a “seat at the table” to support and influence the businesses ability to deliver its business and growth goals.
Ideal candidate will have experience partnering with leadership on talent development and HR needs of high growth software and cloud business models, direct and partner sales models, direct and partner service delivery, and operating in both mature and early stage software businesses.
Major areas of accountability
- Proactively drive strategic change initiatives that positively impact business results
- Developing strong relationships with key senior management with the ability to accommodate the needs of the business, while still focusing on the people agenda
- Consulting with business leaders and Head of HR for TRTA to consider the org design that will help deliver the ambitious growth agenda, helping to shape the business priorities for 2018 and beyond whilst strategically planning the talent implications within that.
- Acting as a trusted advisor to the business leaders providing guidance and coaching on key People issues including performance management, talent management and salary reviews.
- Particularly focus around identifying, growing, engaging and retaining top talent
Other areas of responsibility include:
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 knowledge of the external market to identify future capabilities against industry trends in order to design and execute the workforce plan
Organisational design and talent management
- Strong focus on identifying, growing, engaging and retaining key talent
- 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
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
Organisational health and effectiveness
- Creates actionable insight between organisational health and business performance; designing and executing action plans that contain appropriate levers (leadership, management practices, rewards, structure, organizational climate, etc.).
- Leads efforts to build a diverse and inclusive environment where D&I is a driver of strategy rather than compliance
- Uses Rewards as an appropriate driver of organizational performance, works closely with the Reward CoE to ensure appropriate uses of various reward types.
Understanding data and creating insight
Linking financial performance to people planning
- Actively monitors Thomson Reuters financial performance and their organisation’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
- Ensure the return on investment of people activities are measured to ensure positive impact on operational/ financial results
Education and capability requirements
- Business or HR degree, MBA or relevant Master’s University degree is a plus
- Strong, proven commercial and business acumen gained in either a strategy, finance or HR environment
- Ability to build credibility with business leaders quickly and effectively, in order to input to strategy, influence and engage and drive business outcomes
- Track record of designing and being accountable for the delivery of a global strategy – people strategy is preferred nut not essential
- Experience working in global, complex, matrix environments
- Experience or interest in actively managing health of an organisation (engagement, culture, D&I etc.)
- 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.
Carrollton-Texas-United States of America