HR Business Partner

Main Objective

Act as a strategic consultant to management and employees on Human Resources related issues, facilitating and contributing to the achievement of organizational strategic goals. The position acts as a change agent, builds strong partnerships across the HR function, delivers value-added services, ensures compliance with HR processes and policies, and supports organizational sustainability through succession planning, development actions and regional / global HR connectivity. The role also leverages people analytics, data-driven decision making, executive-level insights and global HR practices to enhance workforce effectiveness, organizational health, leadership development, employee experience and business performance. It drives process governance, KPI monitoring, HR dashboards, wellbeing initiatives, Workday adoption, Service Center coordination and global mobility support across Corporate and Commercial organizations.

4. Specific Functions

Strategic Responsibilities – 40%

• Provide day-to-day guidance to regional and/or global leaders and HR counterparts in coaching, counseling, career development, disciplinary actions and objective decision making to improve business performance.
• Develop needs assessments to create training and development strategies based on career paths, succession plans, restructures, special projects, mentoring, coaching and workforce planning.
• Define retention strategies including job valuation, compensation analysis, wellbeing initiatives, diversity actions and engagement activities such as recognition, festivities, scholarships, family events and anniversaries.
• Develop and maintain people analytics frameworks, workforce insights, HR dashboards, KPIs and metrics to support organizational decision making and leadership visibility.
• Lead succession planning reviews, critical position assessments, talent pipeline development, readiness evaluations and leadership continuity plans aligned with business priorities.
• Design and implement wellbeing initiatives, employee engagement actions and organizational health programs to strengthen employee experience and retention.

Operational Responsibilities – 40%

• Assure correct implementation of the annual Performance Management process, advising leaders throughout all phases and monitoring action plans, career planning and talent identification actions.
• Ensure compliance with HR policies, BPOs, processes and labor requirements, including employee relations, investigations and risk mitigation when needed.
• Manage compensation and benefits related activities including job valuation requests, salary adjustments, promotions, counter offers, SOCLE and organizational unit alignment.
• Provide customer service and administrative support for hires, terminations, transfers, talent acquisition follow-up, payroll processes, labor letters, employee Q&A, exit interviews, expat support, low-cost country processes, mobility and end-of-contract activities.
• Establish and maintain HR controls, process documentation, standard operating procedures and compliance mechanisms to ensure consistency, efficiency and audit readiness.
• Act as key HR user supporting Workday processes, organizational changes, talent transactions, workforce planning activities, reporting and employee lifecycle administration.
• Liaise with HR Service Centers and Centers of Expertise to ensure efficient resolution of employee and management requests while maintaining service excellence and customer satisfaction.
• Coordinate with WHS / related workplace functions to support safe, compliant and productive work environments.

Resource Management Responsibilities – 20%

• Follow up prioritization of internal movements aligned with Mexico compensation budget and business needs.
• Achieve headcount targets and synergies through deployment of the right talent in the right place.
• Develop executive-level presentations and business cases using workforce analytics, KPIs, organizational trends and strategic HR insights for Vice Presidents, Directors and Regional / Global leadership teams.
• Coordinate global mobility programs, expatriate management, cross-border assignments, immigration support, relocation activities and international talent deployment strategies.

5. Other Functions

• Coordinate events for Santa Fe HQ and support cross-functional HR initiatives when required.
• Support other HR, Company Cars, Finance, Legal, Security, IT, Communications and functional business initiatives when required.
• Participate in local, regional and global HR projects that strengthen organizational effectiveness and employee experience.