Senior HR Manager, Spain

hace 3 días

Madrid, España Thomson Reuters A tiempo completo

The Senior HR Manager, Spain is responsible for providing first class HR service and support to a group of business clients as well as supporting the strategic agenda built by the HRBPs. You must possess a solid knowledge of all core HR related topics impacting the employee life cycle. You will be responsible for the implementation of our corporate policies, processes and procedures. You will drive for improved service delivery. You will lead on projects or contribute to global initiatives when required.

He/She reports to the Director of Human Resources for Western Europe. He/She has full responsibility for the management of Human Resources for Spain and provides expertise and support to nearly 70 employees, consisting of mainly journalists and technology developers, based in Madrid and Pamplona. He/She proactively advises managers based in Spain and abroad in the conduct of their strategy taking into account local and regulatory constraints.

**Responsibilities**:

- Provides service, support and advice to managers and employees in the delivery and managing of the HR cycle, i.e. On
- and Offboarding, Bonus/Pay topics, Talent Management, Probation, Performance Management, Recruitment, Employee Surveys, Succession Planning;
- Building strong relationships with stakeholders, and utilising the HR Function to deliver value to the business unit;
- Analysing internal and external data to identify people and culture trends relevant to the business unit;
- Providing sound counsel to Senior Management of the designated business unit in relation to all people, Diversity and Inclusion and culture strategies and plans;
- Be the privileged HR contact of employees and intervene in the entire HR cycle, from their arrival in the company to their exit;
- Support the teams and establish a relationship of proximity and exchange with managers on the most important HR issues by playing alongside them;
- Assist, support and advise the wider HR community and employees for the implementation of the HR cycle, i.e. the study of salaries, talent and performance management and the implementation of changes within the organization that have an impact on working conditions;
- Work closely with global HRBPs to explain Spanish regulatory specificities and contribute to international projects;
- Be a legitimate interlocutor of all employee representatives in Spain and ensure the development of a dynamic social dialogue;
- Handling of any litigation or pre-litigation, with the support of experts in social law;
- Prepare and facilitate meetings of staff representatives, facilitate negotiations and utilise a strong experience in negotiations with unions and collective bargaining agreements;
- Contribute to the improvement of employee engagement;
- Highlighting areas of people risk to the business unit, key stakeholders and HR function;
- Demonstrate significant HR experience within a matrix organisation and demonstrate in-depth knowledge of all key HR topics impacting employees' work lifecycle.
**Main duties and accountabilities**

People plans/stakeholders
- Partner with key stakeholders to gain an in-depth knowledge and understanding of the financial and commercial aspects of the business areas.
- Design professional and commercial people solutions, in the event of escalated cases, providing counsel to the business in terms of the best approach to take.
- Work with the wider HR community to ensure people policies, initiatives and procedures are fit for purpose and meet the medium/long term needs of the business.

Organisational design and talent management
- Partner with the business on organisation design and re-design to increase business performance, including the execution of all agreed subsequent actions
- Support the business on talent management programs including executive and leadership development, performance management, succession planning and career development.
- Design effective recruitment and retention strategies with stakeholders, specific to the needs of the business unit.

Culture and engagement
- Drive and embed cultural change and engagement programmes, in conjunction with our “People Team Strategic Initiatives Aligned to our OKRs (Objectives and Key Results)”.
- Coach, mentor and challenge Business Leaders to embed a culture of team effectiveness, promotion of Thomson Reuters vision and values and fair and consistent people management.

Data and analytics
- Review and analyse data to identify trends and recommend solutions to improve employee performance, retention, and employee engagement, presenting patterns and insight to business stakeholders along with a proposed solution and action where required.
- Actively monitor data on labour costs, employment relations and sickness absence trends to identify trends, risks and cost saving opportunities and agree relevant action plans with the Business Leaders and HRBP’s.
**Knowledge & Experience**
**(Essential)**
- Experience of managing and driving HR initiatives in

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