HRBP for HR

Reporting to the CHRO (President of HR and CSR), the Strategic HRBP of HR (Group HR for HR) is in charge to lead talent management of HR, driving globally the cultural transformation as well as the organizational transformation of the HR function, within the frame of Horizon, the human capital transformation program of the Company.
Guarantee its necessary deployment all along the different geographies, monitoring the adherence to the defined principles and shared pillars.
Guarantee both to the CHRO and her Staff all the necessary information and key indicators useful to properly manage the WW HR team and assure its professional growth and development.

Main Accountabilities and responsibilities

Within the Human Capital Transformation program, related to the HR professional family, guarantee its effective deployment inside all HR organizational building blocks.
Assure that the new HR Operating Model is properly and homogeneously deployed, including resources and capability sizing, people planning, allocation, development, upskilling and reskilling and monitoring an aligned implementation which avoid local customizations.
Inside HRS Organization, spread the new change management culture, promoting the onboarding of the whole team in terms of values and processes.
Develop people strategy needed to support organizational KPIs, defining both a strategic workforce planning, which includes budget monitoring, and the relevant recruitment needs to build a pipeline of future leadership.
Coordinates the Talent Management process for the HRS Organization, supporting Talent Reviews and guaranteeing the following development actions, supporting the definition of succession plans by the CHRO and facilitating professional growth and mobility to allow key resources to reach their full potential.
Monitor and propose to the CHRO the salary policies and proper implementation of actions needed to recognize critical skills and retain talents identified inside the HRS perimeter.
Together with the President and the Staff, defines and collects the strategic training areas and relevant learning needs to keep the team up to date in terms of skills needed to face the continuously changing environment to support the Business Organizations.
Following the annual employee survey, provide to the Staff an analysis of the results, guaranteeing the subsequent definition of the needed action plan and monitoring its implementation to improve commitment and engagement of all HRS employees.
Participate to dedicated working groups for the continuous improvement of HR processes, guaranteeing a continuous bidirectional exchange with all WW HR actors.

Knowledge and skills requirements

Strong knowledge and large competences in HR topics (organization, development, learning, training, recruitment, administration) and in building relations and trust at all organizational levels (from employees to Staff members).
Leadership versatility: playing a variety of leadership roles (driving, delegating, supporting, coaching) as appropriate; adapting style and approach to match the needs of different individual and teams.
Full understanding of overall Organization framework functioning to translate broad strategies and visions into effective objective and practical action plans.
Cross-Functional Capacity: strong experience and skills in managing across functional and organizational lines understanding the relevant interrelationships.