HR Business Partner – RBS & EHS GBS Americas

Role Purpose

The HR Business Partner (HRBP) for RBS & EHS is a senior strategic role responsible for shaping enabling and strengthening the People and Organization system of a rapidly expanding global function. This position exists to build longterm organizational sustainability drive capability growth ensure operational readiness and mitigate people and legal risks across RBS & EHS teams in the Americas.

This HRBP acts as the integrator between global EHS functional leadership RBS operations the Bogotá Service Center HR Centers of Expertise (TA Learning Rewards) and GBS Manilaensuring a unified talent architecture consistent people processes and scalable leadership routines across all hubs.

Key Responsibilities

The HRBP for RBS & EHS will serve as the strategic architect of all peoplerelated systems required to stabilize professionalize and scale Remote Business Support and Environmental Health & Safety operations across the Americas. This role is responsible for designing and maintaining the end-to-end talent system including organizational structure workforce planning leadership capability talent pipelines and long-term succession architecture. A core responsibility is to lead the creation of career ladders capability matrices and role families that bring clarity transparency and predictability to career growth within these rapidly scaling functions.

The HRBP will act as the principal business partner for RBS and EHS leaderslocal (Bogotá) regional (Americas) and globalensuring alignment of priorities decisions and people strategies across hubs. This includes facilitating leadership routines enabling decision-right clarity and ensuring that communication across GBS RBS and EHS flows consistently and reliably. The role will also define and drive the People & Organization health cycle including monthly dashboards quarterly Org Health Reviews leadership effectiveness assessments talent reviews and interventions for organizational bottlenecks.

Critically this role serves as the guardian of employee relations risk mitigation and compliance within Colombia and across the Americas region ensuring subordination-risk controls governance clarity adherence to labor law escalation protocols and crisis management routines. It is also accountable for integrating performance and development systemssuch as MyVoice engagement insights performance management succession planning workforce upskilling and leadership developmentinto a cohesive and actionable roadmap for RBS & EHS.

1. Strategic HR Partnership

• Serve as the primary HR thought partner to RBS & EHS leaders at local regional and global levels.
• Translate business priorities into a clear People Strategy across talent capabilities workforce planning engagement and organizational effectiveness.
• Provide datadriven insights using organization dashboards (attrition spans/layers productivity absenteeism manager load quality-of-hire).
• Drive leadership routines that reinforce focus accountability and operational excellence.

2. Organization Design Workforce Planning & Leadership Effectiveness

• Lead workforce planning and structural design to support growth scalability and operational continuity.
• Evaluate spans and layers role clarity organizational load and team capacityrecommending redesigns where needed.
• Partner with leaders to strengthen managerial capability succession depth and readiness for future scale.
• Facilitate Quarterly Org Health Reviews converting insights into targeted actions.

3. Career Architecture & Growth Pathways (Critical Priority)

• Build the endtoend career architecture for RBS & EHS including:
  • Role families and job ladders
  • Leveling framework and capability matrices
  • Technical and leadership competency models
  • Transparent progression criteria and mobility pathways
• Partner with Learning & Development to design robust development journeys technical certification alignment and 306090 onboarding roadmaps.

4. Talent Acquisition & Capability Building

• Act as functional leader for the dedicated TA cell (two TA Partners) ensuring prioritization SLAs and hiring quality.
• Coown the RBSEHS Hiring Playbook and ensure consistency in interview standards assessments and selection decisions.
• Build internal feeder pools through structured capability development targeted learning programs and a 6week RBSEHS Academy for upskilling.
• Drive diversity mobility retention and succession outcomes.

5. Culture Engagement & Employee Experience

• Lead engagement action planning cycles and partner with leaders to strengthen team climate recognition inclusion and psychological safety.
• Deploy SGS BeneFITS offerings to enhance wellbeing resilience and productivity (EAP mental health ergonomics recognition programs).
• Ensure employee experience consistency across recruitment onboarding performance and development touchpoints.

6. Employee Relations Compliance & Risk Mitigation

• Act as the guardian of labor compliance ethical standards and risk mitigation across Colombia and the broader Americas region.
• Lead subordinationrisk controls through:
  • Solid/dotted-line governance
  • Delegation of Authority (DoA)
  • Clear SOPs and decision matrices
• Manage ER cases with discipline rigor and consistency ensuring fairness and alignment to local law and SGS policies.
• Conduct root-cause analyses for ER governance or performance issues and implement preventive actions.

7. Governance Operating Model & CrossHub Alignment

• Colead the creation and deployment of the RBSEHS Service Charter (SLAs OLAs escalation paths ownership).
• Drive crosshub alignment between Bogotá Manila and NAM EHS functional teams.
• Support Change Control Board (CCB) governance for scope changes overtime and capacity management.
• Ensure onboarding and system access processes are executed consistently partnering closely with Global IT.

Qualifications :

Qualifications & Experience

The role requires a seasoned HR professional with extensive experience in strategic HR business partnering within complex multi-hub high-growth operational environments. The ideal candidate brings at least 810 years of progressive HR responsibility with demonstrated experience designing and implementing talent systems organizational structures and capability frameworks in shared services operations or technical safety/field environments.

Prior experience supporting functions that operate under regulatory frameworks (such as EHS compliance-oriented operations or customer-facing service platforms) is highly beneficial as is experience partnering with global leadership teams across multiple time zones. The HRBP must have a deep understanding of Latin American labor laws particularly in Colombia as well as exposure to matrix structures with dotted and solid lines. Experience managing ER cases crafting SOPs and implementing governance mechanisms (DoA service charters escalation protocols) is essential.

This individual should be fluent in English and Spanish comfortable operating in high-pressure high-growth contexts and adept at building trust with leaders at all levelsfrom local supervisors to global executives. Experience leading cultural transformation running talent reviews facilitating workforce analytics and deploying employee engagement programs is expected.

Additional Information :

Key Competencies

The HRBP must demonstrate strategic foresight the ability to anticipate organizational needs and the capability to translate operational complexity into clear people strategies. Strong consulting and influence skills are essential particularly in navigating matrix environments and balancing global functional priorities with local operational realities. The role requires a high degree of communication excellence not only for leader engagement but also to maintain consistent messaging and alignment across RBS EHS and GBS.

A strong analytical mindset is critical: the HRBP must interpret data diagnose organizational health issues identify talent risks and propose actionable interventions. Equally important is organizational couragethe ability to challenge assumptions escalate concerns and recommend structural or leadership changes when needed. This role also requires execution discipline ensuring that governance routines talent cycles onboarding processes and access workflows are implemented with consistency and reliability.

Empathy listening and people-centric leadership are foundational competencies as the HRBP will often support teams navigating ambiguity workload pressure and process transitions. The ideal candidate balances firmness with diplomacy risk mitigation with business pragmatism and long-term capability building with short-term operational stability.

Success Measures

Success in this role will be measured by the HRBPs ability to stabilize the workforce strengthen leadership capability and create a coherent scalable people system for RBS & EHS. Key indicators include:

• Workforce Health & Engagement: The HRBP will be responsible for driving measurable improvements in MyVoice scores especially in areas such as leadership trust role clarity communication workload manageability and perception of development opportunities. Engagement results should show consistent yearoveryear improvement driven by actionable insight and leadership accountability.
• Talent Management & Leadership Capability: The HRBP will successfully execute annual and midyear talent reviews build succession pipelines strengthen bench depth and ensure leadership teams have clear development plans. The role will be measured on increases in internal mobility effectiveness of career pathways and leadership readiness maturity.
• Organizational Stability & Governance: Success includes achieving target reductions in attrition absenteeism ER incidents and access/onboarding failures. The HRBP will ensure governance models (RACI DoA Service Charters escalation paths) are fully implemented understood and adhered to across hubs. Effective cross-hub communication systems must be operating reliably and consistently.
• Operational HR Excellence: Indicators include meeting SLAs for hiring cycle time quality-of-hire onboarding success rates (including 95% Day2 access targets) and the timely closure of audit or compliance actions. A reduction in repeat incidents and data-driven decision-making will demonstrate the maturity of HR operations.

Strategic Alignment & Leadership Influence: Ultimately the HRBP will be evaluated on the ability to ensure RBS EHS and GBS leadership operate in a unified aligned mannerminimizing fragmentation conflicting instructions or governance gaps. Their influence should be visible in leadership coherence consistent communication and alignment of priorities across regions and hubs.

Remote Work :

No

Employment Type :

Full-time