job summary
reporting to the svp, talent & culture, this role will operate as a strategic partner to regional and global executives, while also playing a hands‐on role in delivering core hr initiatives.
you will work within a coe‐led hr operating model, leveraging specialist teams (talent acquisition, learning & development, total rewards, employee relations, etc.) and shared services to drive impact.
this is a high‐impact individual contributor role focused on organizational transformation, leadership capability, and strategic workforce planning in a fast‐evolving, tech‐enabled, global environment.
this is a global role requiring effective collaboration across multiple time zones, with flexibility to support stakeholders in different regions.
responsibilities
strategic business partnering & transformation
partner closely with human resources senior leaders to execute functional strategy
support transformation initiatives globally
provide insight-driven guidance on organizational effectiveness, capability building, and future workforce needs
act as a trusted advisor on people topics, balancing financial constraints with employee impact
organizational design & workforce planning
implement organizational design initiatives, including structures, roles, spans & layers, and accountability models.
execute structural changes end‐to‐end
build forward‐looking workforce scenarios, aligning headcount, capabilities, and cost with business priorities and financialplans
identify capability and alignment gaps across workforce planning, organizational design and talent strategy
talent acquisition & onboarding
partner with talent acquisition coe to ensure high‐quality hiring outcomes for senior and critical roles
play an active role in defining role requirements, assessing key talent, and ensuring alignment on hiring decisions
lead onboarding and assimilation for all new hires within assigned functions
learning & development
execute talent management processes, including performance management, talent reviews, and succession planning
identify and develop critical talent pipelines, with a focus on leadership and future‐ready capabilities
partner with coes to deploy and embed leadership development and learning initiatives, ensuring strong adoption and measurable impact
coach and support senior leaders to enhance leadership effectiveness and team performance
culture & talent engagement
drive participation across all listening / voice‐of‐the‐employee tools (pulse, annual survey, etc.)
translate engagement insights into targeted action plans that improve retention, performance, and employee experience
embed foundever's culture through leadership behaviors and team practices
support leaders in navigating ambiguity and leading through change in a global environment
total rewards & employee relations
support the execution of compensation and performance cycles, ensuring fair, data‐driven, and consistent out comes
advise leaders on pay, performance, and retention decisions using market and internal insights
partner with employee relations, legal, and regional hr teams on employee relations matters, restructuring, and compliance
manage compliant lifecycle events and offboarding
data‐driven decision making
leverage hr data, dashboards, and people insights to inform decision‐making and influence leaders
monitor key metrics (e.g., engagement, attrition, hiring effectiveness, talent pipeline health) and drive continuous improvement
operating model
work as part of a global hrbp team
deliver through strong collaboration with centers of excellence (coes), regional / local hr teams, and shared service centers (ssc)
act as an integrator, ensuring global frameworks are effectively translated into business impact
skills and qualifications
10 years of progressive hr experience, with at least 5 years in a strategic hrbp or hr generalist role supporting senior‐level stakeholders, in a global, matrixed organization
bachelor's degree in human resources, business administration, psychology, or a related field (required).
master's degree or mba with an hr/od focus (preferred)
strong track record supporting corporate commercial functions
demonstrated experience in organizational design, transformation, and workforce planning
experience operating within a coe / shared services hr model
exposure to fast‐paced, high‐growth, or transformation environments (bpo, tech, or services sectors preferred)
excellent communication skills, with the ability to influence and partner with senior stakeholders globally
proven ability to work and adapt effectively across multiple time zones and cultures in a global organization
the ability to translate strategy into execution
credible and confident senior stakeholder management and influencing skills
strong command of performance, talent review, succession, and leadership development processes
strong analytical and data‐driven decision‐making capability
ability to balance hands‐on delivery with strategic partnering
high levels of commercial acumen and business insight
resilient, adaptable, and comfortable operating in ambiguity and change
fluency in english (written and spoken) is required; additional languages are a plus
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