Regional Talent and Performance Lead

Job Purpose

The purpose of this job is to enhance regional HR capabilities by embedding core and common HR processes and tools, such as Talent Management, Performance Management, Change, Org Design, Team Effectiveness and Employee Engagement. The role involves ensuring these processes are well understood and effectively implemented, while providing regional feedback for global HR initiatives. Deployment will be in close collaboration with the COE pillar leaders.

Additionally, the position focuses on promoting internal talent mobility, increasing people manager capabilities through targeted learning and development, and ensuring all HR activities incorporate a strong focus on Diversity, Equity, and Inclusion. This job plays a crucial role in aligning regional HR strategies with global standards and addressing specific regional needs through data-driven insights and strategic planning.

In summary, this role will:

• Enhance regional HR capabilities by embedding core HR processes and tools (Talent Management, Performance Management, Employee Engagement, Change, Org Design and Team Effectiveness) and ensures adherence to performance standards and practices.
• Provide regional feedback for global HR initiatives and ensure DEI focus in all activities.
• Collaborate with Global Talent Partners, Regional TA Leads, and Regional HR Directors to create and implement regional talent plans, promoting internal mobility and cross-unit moves.
• Adapt and implement the global annual talent and performance calendar for the region.
• Increase people manager capabilities through determining and sequencing targeted learning and development programs through the L&D proposition.
• Utilize people data and metrics to inform HR strategies and address regional needs.
• Support major change initiatives, organizational design efforts, and M&A integrations in the region.
• May facilitate senior leadership team effectiveness or org alignment sessions.

Key Accountabilities

Embed Core and Common COE HR Processes and Tools

• Build regional HR capability to effectively embed core and common HR processes.
• Ensure tools are fully understood, implemented, and integrated within each region.
• Provide regional insights for process development, participate in global projects as needed, and ensure all initiatives incorporate a DEI perspective.

Talent and Performance

• Partner with Global Talent Partners, Regional TA leads, HR Directors, and Strategic HRBPs to create regional talent plans, ensuring the use of core processes and tools while addressing any gaps with the COE.
• Adapt and implement the global talent and performance calendars to fit regional needs, ensuring alignment with annual cycles and processes.
• Drive internal mobility and cross-unit moves with a focus on key and diverse talent. Ensure adherence to performance standards and practices, and leverage survey insights to shape the regional HR agenda.

Learning & Development

• Implement and leverage existing core programs and tools to boost people manager capabilities across the HR community.
• Assess and address regional learning needs by collaborating with COEs, prioritizing internal resources, and tailoring approaches as necessary.
• Partner with Regional HR Directors and strategic HRBPs to identify skill gaps, develop targeted roadmaps, and support or facilitate learning sessions that integrate digital solutions and shared insights.

Others

• Utilize people data and metrics to drive prioritization and ensure alignment with strategic goals.
• Identify and align regional COE topics with global standards, developing specific programs if regional needs are significantly different.
• Assist with major change and organizational design initiatives, support M&A integration plans for COE processes, and facilitate senior leader alignment or team effectiveness sessions if needed.

Key Requirements

• Bachelor degree in HR, Psychology, or related fields, or equivalent practical experience, with at least 10+ years of comprehensive HR experience.
• Demonstrated expertise in HR core processes, such as L&D needs analysis, talent management, performance management and change management within a multinational setting. Organizational design and experience in mergers and acquisitions are a plus. 
• Demonstrated understanding of full employee talent life cycle and understanding relations and sequence between various solutions is a must. 
• Proven track record of ability to complete a thorough needs analysis with solid prioritization and alignment with strategic priorities. 
• Proven experience implementing culture-shaping programs across different organizational levels, coupled with a strong interest in data and organizational behavior.
• Track record of leading global projects, providing expert input, and effectively connecting diverse elements.
• Independent and influential, capable of managing stakeholders across various levels, navigating complexity, and offering practical solutions.
• Excellent communication skills in English, proficient in engaging with specialists and key stakeholders.
• Ability to facilitate meetings to outcomes with senior leaders.

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