Director People Business Partner

**Overview**:
**WELCOME TO SITA**:

- We're the team that keeps airports moving, airlines flying smoothly, and borders open. Our tech and communication innovations are the secret behind the success of the world's air travel industry.
- You'll find us at 95% of international hubs. We partner closely with over 2,500 transportation and government clients, each with their own unique needs and challenges. Our goal is to find fresh solutions and cutting-edge tech to make their operations run like clockwork. Want to be a part of something big?
- Are you ready to love your job? The adventure begins right here, with you, at SITA.

**ABOUT THE ROLE & TEAM**:
Lead the People Business Partnering function to deliver strategic, aligned, and impactful HR support to business leaders.

Act as a key enabler of the organisation’s people strategy by ensuring the successful deployment of HR programs, advising senior leadership, driving change and engagement, and leading a high-performing team of 10 People Business Partners.

The Head of People Business Partners plays a pivotal role as the bridge between HR Centres of Expertise (COEs) and the business, ensuring HR initiatives are tailored, adopted, and embedded to meet real business needs

**WHAT YOU’LL DO**:
**Strategic Alignment**
- Align people programs (e.g., talent management, performance, learning, DEI, etc.) with the company's business strategy.
- Plan with team members the strategic priorities of their client groups and align with COEs the respective roadmap.
- Influence and shape HR strategy as a member of the HR functional leadership team.

**Program Design & Deployment**
- Collaborate with COEs (Talent, C&B, L&D, etc.) to co-design, deploy, and adapt HR programs that are relevant and impactful for SITA business units and functions.
- Ensure HR programs are localized and tailored for business-specific challenges and opportunities.
- Advocate for pragmatic and scalable solutions that enable the business to perform and grow.

**Change Management & Engagement**
- Lead the deployment of key HR change initiatives such as performance frameworks, organizational redesign, or workforce planning.
- Ensuring clear communication and high engagement throughout change processes.
- Promote employee understanding and adoption of people programs through proactive engagement strategies.

**Feedback Loop & Continuous Improvement**
- Drive a feedback-rich culture by gathering insights from business units on the effectiveness of HR programs.
- Work with COEs and People Country Managers to continuously refine and evolve programs based on feedback and business outcomes.
- Champion the use of data and analytics to measure program success and support evidence-based decisions.

**People Advocacy & Leadership Development**
- Ensure that leadership development, succession planning, and workforce planning initiatives are embedded across the business.
- Promote employee well-being, inclusion, and engagement through people-centric initiatives.

**Issue Resolution & Escalation**
- Serve as a senior escalation point for complex people-related issues, working across HR and business to resolve with fairness and compliance.
- Balance business priorities with people advocacy to ensure consistent, ethical, and impactful decisions.

**Team Leadership**
- Lead, coach, and develop a team of People Business Partners to be strategic advisors and enablers for their respective business areas.
- Set clear direction, priorities, and development plans to build team capability and performance.
- Foster a culture of collaboration, learning, and accountability within the People BP community.
- Ensure consistency of approach, knowledge-sharing, and alignment across the People BP network.

**Qualifications**:
**ABOUT YOUR SKILLS**:
**Education & Professional Qualifications**
- Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field.
- Advanced degree or HR certification (e.g., CIPD, SHRM) preferred.

**Experience**
- 15+ years of broad HR generalist and/or organizational development experience in complex and competitive environments (e.g., high-tech, service sectors).
- 5-8 years in HR leadership roles, with experience operating in strategic and consultative capacities.
- Proven international or multi-market HR exposure.
- Demonstrated ability to influence and partner with senior leadership teams.

**Knowledge & Skills**
- Deep knowledge of HR disciplines including talent management, organizational development, performance management, compensation, and employee engagement.
- Strong business acumen with the ability to connect people strategies to commercial outcomes.
- Advanced change management and stakeholder engagement capabilities.
- Strong analytical, problem-solving, and decision-making skills.
- Excellent communication and facilitation skills.
- Proven leadership and team management experience.

**Professional Competencies**
- HR Strategy & Planning
- Talent Deve