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Every day, Global Payments makes it possible for millions of people to move money between buyers and sellers using our payments solutions for credit, debit, prepaid and merchant services. Our worldwide team helps over 3 million companies, more than 1,300 financial institutions and over 600 million cardholders grow with confidence and achieve amazing results. We are driven by our passion for success and we are proud to deliver best-in-class payment technology and software solutions. Join our dynamic team and make your mark on the payments technology landscape of tomorrow.

Director, HRBP will partner with senior leaders across an array of functions in our Business Enablement Services team. The role will serve as a trusted advisor to leadership, assessing and anticipating HR opportunities, and supporting change initiatives across the business. The position requires a strategic partner to challenge and advise leaders with a strategic mindset and also able to execute operationally. Role Is responsible for the full scope of HR partnership and support from organizational design and strategic workforce planning to employee relations and performance management.

People Strategy: Understands business strategy and objectives, translating these into HR initiatives and workforce plans. Provide input into the Global People strategy.

Change Management: Proactively address global organizational changes, providing expertise on change management strategies, restructuring and org effectiveness. Collaborate with key stakeholders to assess the impact of change and executive communication plans. Assist in managing the transition, minimizing disruption, and risk with a critical focus.

Organizational Design and Effectiveness: Evaluate the organizational structure and identify opportunities for improved efficiency and effectiveness to support the delivery of the business strategy and objectives.

Performance Management: Engage with the COEs and leadership to execute performance management strategies to optimize team members’ performance, including KPIs, performance reviews, and development plans.

Talent Management: Partner with the COEs to develop and execute talent strategies, including workforce planning, talent pipelines, succession planning.

Data-Driven Insights and Recommendations: Utilize data analytics to evaluate,

inform and provide strategic insights and recommendations, enabling informed decision-making and identification of potential future issues, or opportunities.

What You’ll Do

Partner with leaders to ensure that HR strategy is aligned with business strategy. Establish priorities that enable business success

Provide coaching and counsel to managers on a variety of topics including organizational design, workforce planning, performance development, and related topics

Provide guidance on effective performance management and maintain strong succession planning for key roles; develop retention strategies for high-potential talent

Identify skill gaps and training opportunities and support career development and learning initiatives

Promote a positive and inclusive work environment, leading by example, and driving initiatives to improve employee engagement, morale, and retention

Lead annual processes of key HR programs including talent review, compensation planning, and related people initiatives and processes

Analyze data, metrics, and trends to develop targeted and informed solutions to organizational and business challenges

Resolve employee relations issues by conducting effective, thorough and objective investigations

Participate in special projects within the business and across the HR function as needed

Other Requirements

Strong strategic thinking, problem-solving and decision-making skills

Excellent stakeholder management skills, adept at managing a diverse group of stakeholders and competing demands, able to influence and shape thinking

Excellent communication and interpersonal skills, with ability to adjust communication style to meet the needs of the audience

Ability to build strong relationships with senior stakeholders and influence change

Demonstrable experience in talent management, organization design, transformation and change, performance management, workforce planning, employee relations, conflict resolution

Comfortable in fast-paced cultures, can adapt to transformation and change and thrive

Experience using Workday or larger HCM, such as SAP or Oracle.

What Experience You'll Need

Bachelor's degree in Business, Human Resources, or other related disciplines, or equivalent related experience

8+ years of experience as a HR Business Partner

Strong working knowledge and experience with multiple human resource disciplines including compensation planning, organizational design, employee relations, employee development, performance management, change management

Exceptional interpersonal skills: approachable, tactful, ability to influence others, manage conflict and ability to exercise sound judgment and discretion
 

What Could Set You Apart

SHRM Certification - PHR / SPHR

Strong data analytics skills

Experience with Google Workspace tools

Experience supporting client groups teams in fintech industry

Proven ability to multi-task and manage competing deadlines

Ability to develop, attract and assess talent

Ability to understand complex issues and communicate effectively across all levels of the organization

Ability to identify and anticipate client needs and make practical recommendations for implementation