Job description
Engaging our growth mindset, our People team builds and delivers people strategy globally to develop our future leaders. Diversity, equity and inclusion are at the forefront of everything we do, so our people are able to thrive and grow with us. The People team also drives employee engagement as we build and deliver our people strategy in partnership with the business. When we’re engaged, we can make a difference, be ourselves and grow with our company.
The Global People Business Partner, provides senior level, strategic HR guidance to leaders and teams in our Global Analytics Portfolio organization. The Analytics Portfolio organization is made up of six separate analytics business units. These organizations are all different, with different business objectives which results in a people agenda with lots of variety and opportunity to drive key business objectives.
Supporting these teams, the Global People Business Partner is responsible for enabling the organization in identifying and closing talent and organizational gaps, and for aligning the overall people strategy to our business imperatives. The Global People Business Partner, partners with local People Experience teams, dedicated COEs, and other functions to ensure best in class people strategy creation and deployment.
Responsibilities
- Drive the strategy and delivery of organization effectiveness (planning, development, and design), change management (actively communicating), and talent programs
Lead talent review discussions; provide strategic HR insight into business unit realignments, succession planning, talent assessment, talent development, and leadership pipelines
Develop and execute on strategic workforce plan for business in partnership with COEs
Advise senior team on the design and implementation of organizational solutions against priority needs, and coach and counsel business unit executives on issues pertinent to leadership, organizational effectiveness and change management
- Support the business in making strategic and operational decisions, reflecting an understanding of broader cross functional implications and the imperative for sustained, profitable growth
- Serves as the domain expert for organization and talent; provides subject matter expert recommendations and solutions to improve productivity, retention and attraction of employees based on external and internal factors, best practices and innovative solutions
HR Strategy
- Ensure, through deep data analysis and research, that strategy is coherent and aligned to business needs
Ensure integrated regional and global HR change management and communications approaches are being developed and implemented
Talent Management Strategy
- Focus on developing innovative talent strategies that address the diverse needs of our business and our People
Monitor overall effectiveness of HR programs and services by monitoring key talent metrics to identify and analyze People related issues, root causes, and possible levers for solutions
Ensure consistent application of programs across the various business units and promote standardization by creating practical and effective programs in partnership with other HR teams
Talent/Workforce Planning
- Overall responsibility for the Talent Planning process execution
Conduct/support talent planning discussions and provide perspective on future key talent needs
Facilitate the roll out of talent planning processes
Summarize overall talent needs and action plans
- Monitor progress against action plans and provide updates to People/business leadership as appropriate, flagging risks, issues etc
A Little About You
You will be a people professional who exudes professional courage and influence, has powerful situational decision making capabilities while using data driven insights to provide better overall outcomes for the business. In addition, you have commercial drive, and work inclusively across the people and business organization. You are the conductor of the audience to achieve better results for our organization and are content to zoom in or zoom out according to what needs to be achieved from a people perspective.
Qualifications:
- A minimum 8+ years of HR experience in client facing people team roles
- Experience supporting an analytics organization
- Broad exposure to all HR functions including organizational development, change management, recruiting, workforce planning, compensation benefits
- Further education preferred in Human Resources Management, Organizational Psychology, Industrial & Labor Relations, Business Administration or related field
- An HR leader with a proven track record of taking the initiative and delivering results
- Creative thinker and problem solver
- Demonstrated ability to thrive in a rapidly growing, fast-changing, highly collaborative environment
- Experience working in a matrix environment
- Proven experience working at a strategic level
- Strong ability to form relationships and influence
- Able to partner with other members of the people leadership team and find common ground to deliver an exceptional People Experience
- Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations, and handle multiple competing priorities
- Able to exercise sound judgment and discretion in matters of significance to the organization
- A sense of humor will also be required.
Nielsen: Enabling your best to power a better media future. Our comprehensive benefits package (including health & wellness plans for full-time employees, 401(k) retirement coupled with a Nielsen match, a generous paid time off policy, and if eligible, a discretionary incentive/bonus) is designed to be inclusive for all employees and families, and we take pride in ensuring that employees are rewarded holistically for the role they are doing and their performance.
A reasonable estimate of salary range for a new employee to be offered this role would be between $100,000-$300,000, which would be adjusted based on each employee's geographic location. The position of each employee within a compensation range at Nielsen is dependent on several individual circumstances, such as experience, training, certifications and other business requirements/needs.
Nielsen is committed to hiring and retaining a diverse workforce. We are proud to be an Equal Opportunity/Affirmative Action-Employer, making decisions without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability status, age, marital status, protected veteran status or any other protected class.
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