People Business Partner

Introduction

We are an organization that exists to drive progress. That's the “red thread” that connects everyone at The Economist Group (TEG). Our businesses share a devotion to innovation, independence and rigor in their fields of expertise. We empower people to understand and tackle the critical challenges and changes facing the world. Our analytical rigor, global expertise and evidence-based insights enable individuals and organizations to make sense of these shifts and chart a course through them.

We are seeking an exceptional People Business Partner to spearhead our strategic HR initiatives and act as a beacon of transformation transformative business partner within The Economist. This role requires a combination of strategic vision and a hands-on approach to solving business issues, building relationships across the business at all levels and talentmanagement, aligning with our overarching business objectives to future-proof our most valuable asset : our people.

This role is the backbone of the department and has the versatility to influence and work with the people services team as well as the senior hr business partner to make sure HR and business goals are met with efficiency and care. The people partner helps steward positive employee relations across the organisation.

Accountabilities

Key Responsibilities :

Versatility : This role encompasses a broad range of HR functions, including recruitment, performance management, and employee relations. The ideal candidate should be adept at managing various HR tasks effectively.

Resolution and Risk Management : Foster a positive working environment by addressing employee concerns and mitigating potential issues. Proactively manage and resolve conflicts to maintain a harmonious workplace.

Performance Management : Oversee the rollout and implementation of the performance management process. Support managers in providing employees with feedback on their goals and performance. Assist leaders and senior HRBPs in executing talent management strategies.

Employee Advocacy : Act as an advocate for employees, ensuring their voices are heard and valued. Maintain a consistent dialogue between the HR team and leadership to drive positive change.

Employee Relations : Maintain positive employee relations by encouraging a culture of high engagement and fostering continuous improvement.

Diversity, Equity, and Inclusion (DE&I) : Champion initiatives across DE&I, culture, wellbeing, transformation, and talent development. Partner with business leaders to secure the long-term success of these initiatives.

Training and Development :  Identify the training needs of employees and collaborate with senior HR Business Partners and HR Centers of Excellence (COEs) to organize relevant programs for talent and development management.

Experience, skills and professional attributes

Business Acumen : Understand the impact of the latest economic and financial news on the organization, and use this knowledge to inform HR strategies and decisions.

Change Management :  Expertise in managing organizational change and transformation projects.

Listening : Be present and attentively listen to others. Effectively read the room and provide direction based on a thorough understanding of the situation.

Questioning : Use insightful questions to broaden or narrow discussions, creating a deeper understanding of problems and furthering business issues.

Conflict Resolution :  Strong conflict resolution skills to mediate disputes and foster a collaborative environment.

Global Mindset : Facilitate work across globally diverse, virtual teams, ensuring effective collaboration and communication.

Organization Development : Consider both culture and capabilities when thinking about organizational development, ensuring alignment with business goals.

Technical Proficiency : Experience working with HRIS systems and familiarity with Google suite and Slack.

• Bachelor’s degree or equivalent experience; a Master’s degree in HR or a related field is preferred.
• Experience in an HR Business Partner role, preferably within a commercial setting.
• Demonstrated ability to effectively influence and guide senior stakeholders.
• Experience with HR analytics and the ability to use data to drive decision-making.
• Proven ingenuity and creativity, with a track record of implementing impactful HR solutions.
• Competence in managing multiple projects and adapting to shifting priorities.
• Proactive mindset with a willingness to embrace new challenges and assignments.
• Strong verbal and written communication skills.
• Experience working with sales and marketing organizations.

The Economist Group values diversity. We are committed to equal opportunities and creating an inclusive environment for all our employees. We welcome applicants regardless of ethnic origin, national origin, gender, gender identity, race, colour, religious beliefs, disability, sexual orientation , age or marital status.