Job Description
As the Head of People Advisory for the Americas, you will be responsible for advising our People Advisors, global Divisional People Partners as well as managers in all aspects of HR operations, ensuring the efficient and effective delivery of services and programs to support the organization's goals and objectives. This role requires a strategic mindset, strong leadership abilities, and deep knowledge of HR best practices and compliance regulations specific to North and South America.
THE CHALLENGE:
- HR Process Optimization : Develop, implement, and continuously improve HR processes and procedures to enhance operational efficiency and effectiveness. Streamline workflows, eliminate redundancies, and leverage technology to automate routine tasks where possible. Partner with HR Ops team to identify potential administrative tasks to automate.
- Employee Relations : Serve as a point of contact and regional subject matter expert for employee relations matters, including conflict resolution, disciplinary actions, and grievances. Provide guidance to managers and employees on HR policies, procedures, and employment laws to ensure compliance and maintain positive employee relations. Here you will partner with Unit People Partners on a best practice approach and development of training to rectify issues where applicable.
- Performance Management : Imbed the performance management approach and process at a regional level as needed, including goal setting, performance evaluations, and development planning. Collaborate with global Divisional People Partners and managers to identify performance gaps, providing coaching and support on performance improvement plans or managing employees out of the business.
- Talent Acquisition and Onboarding : Partner with the recruitment team and Divisional People Partner to develop and implement effective strategies for attracting top talent for the Americas. Oversee the onboarding process to ensure a seamless transition for new hires, including orientation, training, and integration into the organization.
- HR Analytics and Reporting: Utilize HR tools, data and analytics to drive insights and make data-driven decisions. Develop and maintain HR regional metrics and dashboards to track key performance indicators and measure the effectiveness of HR programs and initiatives.
- Operational and administrative support. Organization Effectiveness and first-time right data accuracy : Oversight operational and administration support and information. Is responsible for Personal data accuracy, immediate maintenance and protection in all HR systems. Ensure first time the right data accuracy in the Workday tool and employees’ records at country level. Manage employment records, documents and personal files, keep them accurate and up to date. Ensure all data is stored securely and in line with company, local legal and GDPR requirements.
- Payroll management : Oversight payroll, employment contracts and related paperwork management. Maintain relations with local employment financial institutions such as Labor Office, Health/Social/Pension insurance companies. Ensure data are updated on time in full line with the contracts and divisional direction, including communication to local payroll (job/cost centers changes, pay increases, personal data updates).
- Compliance and Risk Management : Stay up to date on federal, state, and local employment laws and regulations. Ensure HR policies, procedures, and practices are following relevant legislation, including but not limited to, EEO, FMLA, FLSA, ADA, and OSHA. Partner with Compliance and Risk to ensure employee data integrity as well as relevant trainings are implemented.
- Benefits Administration: Oversee the administration of employee benefits programs, including health insurance, retirement plans, and other Total Rewards. Work closely with Total Rewards COE to help implement and imbed regional benefits as needed. Assess current offerings for local offices (i.e. Parking and cell phone reimbursement) to determine fit for purpose.
- Employee Engagement and Retention: Develop and implement initiatives to enhance employee engagement, satisfaction, and retention. Partner with Divisional People Partner to gather regional employee insights and address areas for improvement. Identify ways to engage on-site and remote employees utilizing engagement survey results for the region.
- Location Leadership: Lead Office/Admin/Reception teams for your region. Responsible for Office Health & Safety, office budget, Property Management liaising, office move and advising on location strategy.
- Mobility and Immigration : Act as subject matter expert to managers and Divisional People Partners, liaising internally with Legal teams and externally with immigration/law vendor on relocation support, including immigration matters where applicable.
Note: This job description is intended to convey information essential to understanding the scope of the position and is not an exhaustive list of skills, efforts, duties, responsibilities, or working conditions associated with it. Responsibilities may change based on organizational needs and the evolution of the role.
** ABOUT YOU** :
- Bachelor´s/Master´s degree in HRM or related field, or experience equivalent
- Minimum of 5 years of progressive HR experience, with at least 2 years in a managerial or leadership role.
- Deep knowledge of HR best practices, employment laws, and regulations specific to the Americas.
- Strong leadership skills with the ability to inspire and motivate teams.
- Excellent communication, interpersonal, and problem-solving skills.
- Demonstrated ability to manage multiple priorities and deliver results in a fast-paced environment.
- Proficiency in HRIS systems, Microsoft Office Suite, and other relevant HR software applications.
- This role will require occasional travel, both domestically and internationally
- English fluent; Additional languages considered a plus
OUR RECRUITMENT PROCESS
- Initial Screening: A quick chat with our Talent Acquisition Partner to understand your background and expectations.
- Two Technical Interviews: Meet with the Technical team and later with the Hiring Manager to dive into your solution, as also discuss team fit.
- Finals Steps: Receive feedback and, if successful, an offer!
Pay Range: $150,000 - $160,000
Sportradar intends to offer the selected candidate base pay within this range, dependent on job-related, non-discriminatory factors including but not limited to experience, qualifications, and location. Base pay is just one component of the Total Rewards that Sportradar provides to compensate and recognize employees for their work. Sportradar offers best-in-class benefits such as a comprehensive benefits package, performance bonus program, equity stock purchase and 401k contribution. Please consult with your recruiter to learn more as all benefits are subject to eligibility requirements.
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