HR Business Partner, LATAM

As an HR Business Partner at TFH for the LATAM region, your key responsibilities will include developing and executing People strategies aligned with business objectives, advising on employee engagement initiatives, managing change processes, mediating grievances, and collaborating with the Global People team on metrics and trends. You will also play a crucial role in training managers and monitoring compliance with company policies and local labor laws.

To qualify for the HR Business Partner role at TFH, you will need a Bachelor’s degree in Human Resources, Business Administration, or a related field. Additionally, having 5+ years of HR experience focused on employee relations, compliance, and talent management is essential. Familiarity with local labor laws and strong interpersonal skills will be invaluable in this position.

The HR Business Partner contributes significantly to employee satisfaction at TFH by creating and implementing People strategies that foster a supportive workplace. By resolving grievances effectively, enhancing employee relations, and ensuring that all employees receive constructive feedback and training, the HRBP helps to cultivate a positive work environment where employees feel valued and engaged.

Success as an HR Business Partner at TFH requires strong leadership skills, excellent communication abilities in both English and preferably additional languages, and a solid understanding of HRIS and data-driven analytics. Moreover, your capacity to handle multiple tasks in a fast-paced setting while applying local regulations effectively will be crucial.

In the HR Business Partner role at TFH, you will assess team-specific training needs and facilitate development programs tailored to individual and organizational goals. Evaluating training outcomes and ensuring that programs yield a strong return on investment will be part of your responsibilities, ensuring continuous growth and improvement within the workforce.

When answering this question, emphasize your hands-on experience in handling employee grievances, the strategies you've employed to mediate disputes, and how you've fostered a positive work environment. Use specific examples that demonstrate your conflict resolution skills and commitment to employee satisfaction.

In your response, outline a systematic approach to understanding the business goals, analyzing workforce capabilities, and crafting People strategies that address organizational needs. Provide examples of past strategies you've implemented successfully and the impact they had on business outcomes.

Discuss various methods such as conducting surveys, performance reviews, and directly engaging with managers to identify skill gaps. Highlight your ability to analyze data and feedback to create tailored training programs that meet both individual and organizational needs.

Explain your proactive approach to staying updated on labor laws, consulting with legal experts, and implementing compliance training for management. Highlight a specific instance where your diligence prevented potential HR issues.

This is an opportunity to showcase your problem-solving skills. Describe the situation, your thought process, the actions you took, and the outcome. Focus on what you learned and how it improved your HR practice.

Discuss your experience using HR metrics and analytics to drive your decisions. Provide specific examples of how you've utilized data to identify trends, measure employee engagement, and assess the effectiveness of HR initiatives.

Provide a clear narrative of the change initiative, your role in facilitating it, and the results achieved. Emphasize your communication strategies and how you engaged employees throughout the process.

Showcase your conflict resolution and coaching skills. Discuss how you would address the issue directly with the manager, ensure they understand the policies, and support them in adapting their behavior to align with the company's culture and expectations.

Outline strategies such as regular feedback sessions, recognition programs, and team-building initiatives that you have successfully implemented. Share specific examples of how these strategies improved engagement levels in past roles.

Certainly describe your familiarity with HRIS systems, detailing the specific tools you have used. Discuss how you effectively leveraged these platforms to streamline HR processes, analyze employee data, and report on key HR metrics.