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 organization’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 People Business Partners.

The Head of People Business Partners acts as the critical 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.
- Act as the strategic partner to senior business leaders, ensuring people plans support current and future business priorities.
- 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.
- Act as a trusted advisor to senior leaders, 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.
- Partner with leaders to identify, grow, and retain critical and diverse talent.
- Drive with the team a consistent approach to identify, grow and retain critical and divers talent.
- 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**:

- Bachelor’s degree in human resources, Business Administration, Organizational Psychology, or a related field.
- Advanced degree or HR certification (e.g., CIPD, SHRM) preferred.
- 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.
- 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.