Relationship Building

• Provide strategic guidance and tactical support to leadership team members of various departments, working across all of our global offices. This includes face-to-face, which may require travel from time to time, and remotely.
• Build and maintain healthy relationships with key stakeholders within your group and the larger organization.
• Coach and develop leaders and managers to improve their communication practices, hold team members accountable, have courageous (difficult) conversations, and inspire and influence their teams.

Change Management

• Proactive and hands-on project oversight of change management processes, often with a variety of stakeholders, that mitigates risks and anticipates and addresses areas of potential escalation. 
• Coaching leaders throughout the change process, including aspects such as project management of the change process, preparing communication materials, implementation, and collecting and integrating feedback.

Strategic Guidance 

• Work closely with leadership team members to address current and future talent needs, informing organizational design and succession planning.
• As needed, investigate workplace issues and work collaboratively with country-level HR Managers to address employee-related concerns and questions. 
• Understand organizational challenges and design or implement creative solutions with relevant stakeholders. 
• Share knowledge and insights with the wider people team to help shape best practices from a people perspective.
• Synthesize themes and observations to provide insights that contribute to the People Team’s overall understanding of the learning and development needs across the leadership and management levels.

Performance Management

• Work with the Director of People and Head of People Programs and Engagement to implement strategies to drive high performance and employee engagement.
• Promote positive employee relations in partnership with all members of the leadership team.
• Support leaders and managers in cultivating a high-performance culture, cultivating performance management experiences are effective and empowering.
• Coach leaders and managers to proactively identify underperformance and address it professionally and swiftly.
• Guide leaders and managers to develop and implement staff retention, career growth and professional development, feedback, and succession strategies for their teams.

Qualifications

• Excellent interpersonal and communication skills and the ability to work effectively in a multicultural environment.
• 8 years’ experience working in an administrative function, with 4 of those being in an HR role, HRBP experience is required.
• Extremely organized and able to thrive in a fast-paced, ever-changing environment, juggling multiple competing priorities and responsibilities.
• Skilled at coaching managers to be effective with their team members.
• Ability to help guide organizational design with the leadership team and develop associated communications and change management. 
• Adaptive and able to quickly switch or entirely change activities to meet team needs
• Very high attention to detail.
• Exceptional judgment in maintaining confidentiality of employee and candidate information
• Have a clear and confident communication style to manage stakeholder expectations and to bring stakeholders along in changes across the organization or team.
• Must be curious and seek to learn and improve whilst instilling solutions wherever appropriate
• Comfortable collaborating and building relationships across all levels of the organization, especially with executive stakeholders. 
• Aligned with our Five Cultural Tenets (see What is Educate! About? below) and learn more by looking at Educate!’s culture deck here.