People Business Partner
LATAM Based
Source API remote eligibility restrictions: Anguilla, Antigua and Barbuda, Argentina, Aruba, Bahamas, Barbados, Belize, Bermuda, Bolivia, Bonaire, Sint Eustatius and Saba, Brazil, Cayman Islands, Chile, Colombia, Costa Rica, Cuba, Dominica, Dominican Republic, Ecuador, El Salvador, Falkland Islands (Malvinas), Grenada, Guatemala, Guyana, Haiti, Honduras, Jamaica, Mexico, Montserrat, Nicaragua, Panama, Paraguay, Peru, Puerto Rico, Saint Kitts and Nevis, Saint Lucia, Saint Vincent and the Grenadines, South Georgia and the South Sandwich Islands, Suriname, Trinidad and Tobago, Turks and Caicos Islands, Uruguay, Venezuela, Virgin Islands, British, Virgin Islands, U.S.Full-TimeSenior
Salary not disclosed
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Job Details
- Languages
- English (written and verbal)
- Experience
- 5+ years
- Required Skills
- Project ManagementAnalytical Skills
Requirements
- 5+ years as a senior-level People/HR Manager or HR Business Partner in dynamic, fast-growth or multinational environments.
- Proven experience partnering directly with functional leaders to influence strategic decisions.
- Hands-on expertise across performance management, workforce planning, talent development, and organizational design.
- Strong analytical skills to define KPIs, monitor dashboards, and optimize processes.
- Certified in project management (or willing to complete a 4-month asynchronous PM course paid by Trafilea).
- Excellent communication skills in English (written and verbal) — comfortable working cross-functionally and globally.
- Demonstrated experience supporting your assigned functional area (e.g., Marketing, IT, Finance, or Operations).
- Strategic thinker with the ability to translate people insights into measurable business outcomes.
- A proactive, empathetic, and detail-oriented approach to leadership and collaboration.
Responsibilities
- Own the full employee lifecycle: from diagnosing hiring needs and building scorecards to onboarding, development, and retention.
- Partner with leaders: act as a trusted advisor, ensuring that every people decision supports business objectives and performance outcomes.
- Collaborate with Talent Acquisition and Total Rewards to align hiring priorities, budgets, and organizational capacity each quarter.
- Guarantee excellence and clarity in hiring processes — every role backed by a defined scorecard, level, and job description.
- Lead onboarding experiences that integrate new hires seamlessly into the business and culture.
- Implement and oversee performance management processes, including reviews, calibrations, and succession planning.
- Drive development and growth plans — ensuring every top talent has an Individual Development Plan (IDP) and every low performer has a Performance Improvement Plan (PIP).
- Lead organizational structure reviews, identifying efficiency gaps and redesigning teams for scale and agility.
- Execute transformational initiatives tied to business growth, operational excellence, or cultural improvement.
- Analyze ENPS and engagement data to design and implement actions that enhance retention and motivation.
- Partner with Learning & Development to assess skill gaps and co-own training programs for your departments.
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