Senior Human Resources Business Partner

The Senior Human Resources Business Partner at GroupM is responsible for building and growing the Nexus & Choreograph Talent and Trading Teams, ensuring adoption of tools, developing training curricula, and providing both operational and strategic HR support. This role also focuses on talent retention, planning capacity, and allocating resources effectively within client teams.

Candidates for the Senior Human Resources Business Partner position at GroupM should have a tertiary qualification in HR or a related field, a minimum of 8 years of experience (including 3 years in a media agency), and strong leadership experience. High emotional intelligence and strong analytical skills are also crucial.

GroupM supports talent retention for the Senior Human Resources Business Partner by implementing a Talent Strategy aimed at reducing staff attrition based on established Talent Retention KPIs. This includes fostering career development plans and coaching personnel across Nexus and Choreograph.

Key interpersonal skills necessary for a Senior Human Resources Business Partner at GroupM include excellent communication, strong emotional intelligence, and the ability to work collaboratively with people at all levels in the organization. These skills help in coaching and supporting colleagues effectively.

As a Senior Human Resources Business Partner at GroupM, there are extensive opportunities for career growth. You will be involved in strategic decision-making, leading teams, and implementing critical culture shifts, all of which provide avenues for advancement within the organization.

Senior Human Resources Business Partners at GroupM are expected to be highly skilled in tools like Microsoft Excel and PowerPoint, which are essential for data analysis and report presentation. Additionally, they will implement HR systems that align with corporate culture and enhance team cohesion.

GroupM prides itself on fostering a positive, collaborative work culture. A Senior Human Resources Business Partner will help drive this culture by implementing common tools and practices that enhance internal cohesion and ensure alignment with the organization's values and goals.

To enhance talent retention at GroupM, I would focus on developing individualized career development plans, building comprehensive training programs, and fostering a collaborative environment where employees feel valued and motivated. Engagement surveys can also help identify areas for improvement.

Aligning HR initiatives with business strategy involves understanding the organizational goals and ensuring that HR practices support those objectives. This could mean developing talent acquisition strategies that attract skilled candidates aligning with the company's vision or creating training programs that foster required skills among current employees.

In a previous role, I encountered resistance to new HR processes. To overcome this, I engaged with the teams, listened to their concerns, and provided tailored training sessions that illustrated the benefits of the changes. By gaining their buy-in, I successfully implemented the new processes.

Emotional intelligence is crucial in HR management as it enhances interpersonal interactions, improves communication, and aids in conflict resolution. It helps HR managers understand employee needs, which can lead to better engagement and a more positive workplace.

When developing training programs, I begin with a needs analysis to identify skill gaps. I then work closely with teams to create tailored training modules that are practical and aligned with business objectives, ensuring ongoing employee development in tune with the organization’s goals.

I would contribute to building a cohesive culture at GroupM by implementing regular team-building activities, facilitating open communication forums, and ensuring that company values are consistently reinforced through all HR practices and interactions within the workplace.

In HR decision-making, analytics such as employee turnover rates, engagement scores, and training effectiveness metrics are incredibly helpful. These insights guide strategic actions, ensuring that HR initiatives are data-driven and aligned with business objectives.

The most rewarding aspect of being an HR Business Partner is making a tangible impact on employee careers and the overall company culture. Being part of a transformational process that enhances people's work experience and career development is truly fulfilling.

I have implemented various HR technologies, leveraging systems for performance management, talent acquisition, and employee engagement tools. Ensuring these technologies align with user needs and expectations has been key to achieving successful adoption and enhancing HR efficiency.

Measuring the success of HR initiatives involves setting clear KPIs and using qualitative and quantitative metrics to assess outcomes. This may include employee satisfaction surveys, retention rates, and performance metrics that reflect the effectiveness of the programs implemented.