Global People
hace 1 semana
Job Summary
The Hospitality Business Unit at Amadeus is a key driver of growth, and we're seeking a skilled Global People & Culture Business Partner to drive the people agenda in line with business objectives. As a strategic HR business partner, you'll support the People & Culture day-to-day and strategic initiatives, ensuring a holistic overview and support across all geographies.
Key Responsibilities
- Strategic HR Activities:
- Act as the primary interface between the People & Culture area and the business, providing consultative advice to senior stakeholders and assisting them in achieving their business goals.
- Support and advise management on all people-related issues, such as Recruitment, Talent Management, Organisational Development, Retention, and Performance matters.
- Liaise with the respective corporate People & Culture teams and coordinate cross-regionally with other People & Culture colleagues to ensure global alignment.
- Day-to-Day HR Support:
- Plan and coordinate Talent acquisition initiatives for the respective business units.
- Support local and functional management in building talent pipelines and succession plans for key positions in the organization.
- Be responsible for talent retention & development, including early identification of emerging talent and the identification and development of the managerial layer as the organization grows.
- Be responsible for the mobility of key resources (for project or line roles).
- Be responsible for the year-end compensation process, including explanation and review of the policy, market practices, tracking of the full population, advice on compensation distribution, reporting, and comparisons, and final validation with Hospitality SLT members.
- Identify key training and development needs and implement effective solutions.
- Organizational Evolution:
- Identify key People & Culture activities to support the business strategy and the business plans.
- Plan and implement necessary reorganizations of departments, including communication plans, risk assessments, key people retention plans, individual and collective labor implications.
- Determine key position definitions & content to determine the right position grading.
- Help the business units' Heads apply relevant and tested methodologies for the development of the organization.
- Follow up and monitor implementation of exit and redeployment actions as required.
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