ph3Job Summary /h3 pManages and oversees the effectiveness of human resources (HR) initiatives and programs for a defined geographic region or account(s), including workforce planning, performance management, employee engagement, training and development, and legal compliance. May supervise HR managers. Performs work that includes interpreting considerable data, refining methods and processes, assessing unusual circumstances and incomplete or conflicting data. Uses judgment within defined policies and practices. Primary business partners are first line supervisors and senior management, including managing directors. /p h3Essential Duties And Responsibilities /h3 ul liProvides HR leadership for a designated region through the implementation and interpretation of policies and programs, coordination of information flow, and marketing of HR strategy. /li liLinks overall HR strategy into business plans for all lines of business within the assigned geographic region or functional area, understanding the business and aligning closely with business leaders. /li liProvides direction and leadership to assigned HR staff. /li liIdentifies and manages employment‑related risks, including litigation and investigations in accordance with government regulations and company policy. /li liConducts employee relations counseling, mediation, and handles employee grievances. /li liPartners with HR Centers of Excellence to implement all HR initiatives within the assigned region or functional area, including delivery of training programs. /li liProvides transition support in conjunction with outsourcing services contracts and mergers and acquisitions. /li liConsults with senior management regarding all talent management activities—succession planning, career pathing, staffing needs, compensation, performance management, employee relations, policy compliance, training,



etc.—for their respective employee populations. /li liStrives for greater efficiency of human resources services through the recommendation of new approaches to established policies, procedures, and programs. /li /ul h3Supervisory Responsibilities /h3 pMay perform other responsibilities as assigned. /p ul liProvides formal supervision to individual employees within a single functional or operational area. /li liApproves subordinates' recommendations for staff recruitment, selection, promotion, advancement, corrective action, and termination; and recommends the same for direct reports to next‑level management for review and approval. /li liPlans and monitors appropriate staffing levels and utilization of labor, including overtime. /li liPrepares and delivers performance appraisals for staff. /li liMentors and coaches team members to further develop competencies. /li liLeads by example and models behaviors consistent with the company's values. /li liIdentifies training needs, tracks performance, and motivates direct reports through coaching and development. /li liResponsible for hiring, terminating, compensation, and performance evaluation. /li /ul h3Qualifications /h3 pTo perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.



/p pReasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. /p h3Education And Experience /h3 pBachelor's degree (BA/BS) from a 4‑year college or university and a minimum of 7 to 10 years of related experience. /p h3Certificates and/or Licenses /h3 pProfessional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) preferred. /p h3Communication Skills /h3 pAbility to comprehend, analyze, and interpret business‑related documents and offer strong business solutions to clients. Excellent written and verbal communication, interpersonal, consultative and customer‑service skills, and problem‑solving ability. Ability to respond effectively to sensitive issues, complex inquiries, or complaints from clients, co‑workers, supervisors, and/or management. Ability to make effective presentations to internal departments, large groups of employees, clients, and/or management. Ability to motivate employees and client groups to take desired action. /p h3Financial Knowledge /h3 pAbility to perform basic mathematical functions, including percentages, discounts, and commissions, and to prepare complex spreadsheets using Excel functions. /p h3Reasoning Ability /h3 pAbility to solve problems and offer a variety of options and solutions. /p h3Other Skills And Abilities /h3 pStrong Microsoft Word, PowerPoint, and Excel skills required. Knowledge of PeopleSoft. /p h3Scope Of Responsibility /h3 pDecisions made with in‑depth understanding and interpretation of procedures, company policies, and business practices to achieve general results. Responsible for setting department deadlines. Errors in judgment may cause long‑term impact to co‑workers, supervisors, department, and/or line of business. /p /p #J-18808-Ljbffr

📌 People Business Sr Partner (Madrid)
🏢 CBRE
📍 Madrid