Human Resources Manager

Thomson Reuters is a global company that informs the way forward by bringing together the trusted content and technology that people and organizations rely on to make the right decisions. The company serves professionals across the legal, tax, accounting, compliance, government and media industries.

The Human Resources Manager will be a member of the North America Regional HR team and will support the Operations & Technology organization. In this role, the HR Manager will: act as a trusted advisor, coaching managers and developing HR solutions to people-related business challenges; implement and drive adoption of business-specific HR initiatives, practices, and policies; and oversee the effective execution of cyclical HR processes.

Beyond providing moderately complex HR support to the client group, the HR Manager advances the enterprise HR agenda by contributing to broader people initiatives and projects, including collaborating with or mentoring North America and global regional team members.

About the role:

Act as a trusted advisor, coaching managers and developing HR solutions to people-related business challenges:

• Establish strong relationships and communication channels with key business leaders, proactively understand customer needs and prioritize workload accordingly in line with HRBP, business, and North America Regional HR Team.

• Partner with managers, employees, and key stakeholders to identify and proactively resolve issues, applying interpretive thinking and judgment to deliver the optimal business and HR solution, engaging COE resources and global HR relationships where appropriate.

• Leverage data and analytics to monitor trends, ensuring appropriate level of quality control and implementation of improvements. Bring forward solutions or recommendations to Regional HR Leadership, HRBPs, or business leaders to positively impact business performance, support organizational effectiveness/efficiency, and drive change.

• Upskill managers on core HR topics through targeted training and coaching, aligning content to business needs.

Implement and drive adoption of business-specific HR initiatives, practices, and policies for client group:

• In line with designated client group’s business demands and needs, the HR Manager leads in addressing moderate to complex employee relations issues, performance issues, and supporting cyclical HR processes.

• Coach and counsel managers on performance management and addressing performance concerns. Educate, promote, and help to ensure adoption of consistent practices, tools and resources.

• Implement BU specific projects with client group in line with overall project plan (i.e. organizational restructures, job changes, and potential RIFs).

• Provide regular communication and education as needed to key stakeholders on both local and global HR processes.  

• Seek opportunities to act as a change champion and influence business stakeholders to embed key change initiatives within client group (e.g. role modeling the Company Values).

• Communicate, educate, and champion the HR model to ensure employees and managers receive the right HR support and excellent employee experience.

Oversee the effective execution of cyclical HR processes across client group:

• Understand process objectives, timelines, and key messages from COEs; contribute to client group implementation and communications plans.

• Enable manager execution by reinforcing timelines and central resources; prepare and facilitate manager sessions as needed to drive consistent outcomes.

• Drive process quality through data audits and monitoring.

In addition to providing HR support to the client group, the HR Manager contributes to the wider HR functional agenda through:

• Leveraging company AI‑enabled tools and resources to ensure compliance, streamline processes, improve efficiency, and modernize HR capabilities.

• Contributing to large scale or global and enterprise projects.

• Driving towards improved employee experience and customer excellence.

Attributes

• Values and Behaviors - demonstrates the Company Values that include Obsess over our Customers, Compete to Win, Challenge (y)our Thinking, Act Fast Learn Fast, and Stronger Together.

• Learning Agility - learns quickly when facing new problems, a relentless and versatile learner, who embodies a growth mindset. Open to change; analyzes both successes and failures to drive improvement and experiments to find solutions.

• Customer Focus – is dedicated to meeting the expectations and requirements of internal and ex