Senior People Partner

The Senior People Partner at Convatec is entrusted with a variety of responsibilities that are crucial for enhancing business operations. You'll lead employee relations and manage HR strategy projects, ensuring that our people programs align with organizational objectives across North America. Collaborating with HR VPs and developing relationships with senior management and functional teams are vital to effectively support talent management and leadership development. Additionally, you'll be actively involved in implementing global HR initiatives and monitoring performance management and related issues.

To qualify for the Senior People Partner role at Convatec, you should possess a Bachelor's degree along with five or more years of experience as an HR Generalist, ideally with a focus on the Americas. Proficiency in English is a must, and fluency in Spanish is an added advantage. Understanding labor legislation, having project management skills, and demonstrated experience in stakeholder management are also crucial for success in this position.

The Senior People Partner plays a pivotal role in enhancing employee engagement by fostering trust and collaborative relationships across the organization. By supporting performance management and leadership development initiatives, you empower staff at all levels to thrive and develop their careers. Additionally, actively addressing employee relations issues and promoting a positive workplace culture aligns with Convatec's mission to improve lives, making the workplace more fulfilling for everyone.

Success as a Senior People Partner at Convatec hinges on having outstanding relationship-building skills and a deep understanding of business dynamics. The capability to influence at senior levels is critical, along with excellent project management and problem-solving skills. Furthermore, strong emotional intelligence and the ability to embrace a global outlook while managing local HR strategies are vital attributes in this role.

At Convatec, a Senior People Partner can expect numerous opportunities for career advancement. With the potential to engage in transformative HR projects and global initiatives, you can broaden your skills and elevate your role over time. Convatec encourages professional development, allowing you to take on more strategic responsibilities and potentially transition into senior HR leadership roles, thereby shaping the future of HR within the organization.

When addressing employee relations issues as a Senior People Partner, it's essential to remain objective and approach the situation with empathy. Begin by gathering detailed information and understanding the perspectives of all parties involved. Then, collaborate with relevant stakeholders to devise solutions that align with company values while ensuring compliance with labor laws. Open communication is key, as is providing continuous support to employees after resolutions are implemented.

In my previous roles, I've implemented comprehensive talent management frameworks that successfully identify high-potential employees and foster their development through mentorship and continuous learning opportunities. I also work closely with managers to facilitate constructive performance evaluations, helping teams set clear, achievable objectives and providing them with the resources necessary to meet their goals.

To effectively engage stakeholders in HR initiatives, I prioritize understanding their unique challenges and goals. I involve them early in the process through collaborative discussions and workshops, ensuring their perspectives are incorporated. Regular updates and feedback loops also help maintain transparency and encourage buy-in from stakeholders, fostering a sense of ownership throughout the implementation of HR initiatives.

I stay updated on employment legislation through continuous learning—attending workshops, joining HR associations, and subscribing to relevant publications. Understanding these regulations is critical as it informs HR policies and employee relations strategies. Knowing the legal framework allows me to mitigate risks for Convatec and uphold compliance, ultimately enhancing the integrity of the HR function.

When faced with conflicting demands, I prioritize HR projects by assessing their strategic alignment with business objectives and their potential impact on employee engagement and productivity. This prioritization process allows me to allocate resources effectively and focus on initiatives that will deliver the highest value to the organization. I maintain regular communication with stakeholders to manage expectations and adjust priorities as necessary.

In a previous role, I led a change management initiative focused on improving the performance review process. By engaging employees and management in co-creating a transparent review system, we fostered better communication and clarity. The initiative included training sessions and continuous support during the transition, resulting in improved employee satisfaction scores and more effective performance outcomes.

The most effective approach to leadership development combines personalized coaching, mentorship, and hands-on experience. A tailored approach ensures that individuals receive the support necessary to cultivate their strengths while addressing any areas for improvement. Providing opportunities for real-life application of learned skills through projects fosters confidence and equips future leaders for success in their roles.

Successfully managing multiple HR initiatives requires rigorous organization and time management skills. I leverage project management tools to track progress on various initiatives, establish clear timelines, and delegate responsibilities where appropriate. Regular check-ins with the team help keep everyone aligned, and I remain flexible to adapt to any unexpected changes while ensuring that key priorities are addressed.

Fostering a diverse and inclusive workplace starts with creating a culture that values different perspectives. I advocate for proactive diversity recruiting strategies, implement anti-bias training, and ensure equitable access to development opportunities across all employee demographics. It's also crucial to have open dialogue about inclusivity and to create safe spaces where all employees can share their experiences and ideas.

To evaluate the effectiveness of HR programs, I rely on a combination of quantitative and qualitative metrics. Surveys and feedback mechanisms provide valuable insights into employee perceptions and engagement levels. In addition, tracking key performance indicators—such as turnover rates and performance outcomes—allows me to assess the impact of HR initiatives, enabling data-informed adjustments to enhance program efficacy.