Regional People Partner Lead Americas

Company Description

Informa is a leading academic publishing, business intelligence, knowledge, and events business, creating unique content and connectivity for customers all over the world. It is listed on the London Stock Exchange and is a member of the FTSE 100.

Taylor & Francis Group publishes high quality, peer reviewed books and journals. We produce unique, trusted content by expert authors, spreading knowledge and promoting discovery globally. We aim to broaden thinking and advance understanding, providing academics and professionals with a platform to share ideas and realize their individual potential.

Our purpose is to foster human progress through knowledge. We strongly believe that this requires us to encourage and examine different ideas and voices, so that any work that meets our exacting levels of quality deserves to be included in our publications. This requires open minds, the opportunity for robust debate, and the courage to defend perspectives that stand up to scrutiny, even if they conflict with our personal beliefs or values. Because that’s the only way to find the best obtainable version of the truth and, ultimately, foster human progress. If you agree, then we’d love to hear from you.

Job Description

We are currently recruiting for a Regional Business Partner Lead (Americas). This role is a key strategic partner to a subset of the business providing on-going advisory to leadership, managers and colleagues enabling commercial and organizational objectives through a strong people strategy. Works closely with senior leaders to develop a people agenda that closely supports the overall aims of the business with a focus on delivery in the following areas: 

• Org Effectiveness & Change Management   
• Talent & Workforce Planning  
• Performance Management, Development & Rewards  
• Employee Engagement  
• Capability Management  
• People Leadership 

What you will be doing:

Proactively partner with key business stakeholders to fully understand their business drivers and objectives. Understand how that translates into required technical capabilities and behavioural needs. Additionally, be a strong supporter and ambassador of the People team initiatives, building the business’ understanding of and commitment to our colleague experience.  

• Influence and inform leadership decision making regarding People and Change implications. 
• Inform leadership thinking on structural effectiveness (spans, reporting levels etc.) 
• Ensure that the business area (organization) is set up for success by increasing our competitive advantage – and delivery on value stream metrics - through proper alignment of talent to business goals.  
• Lead Regional organizational design initiatives. Accountable for the delivery and project management of people change programs and restructurings within their business area, with a deep understanding of the “case for change” while leveraging the appropriate specialists.  
• Lead on proactive talent management, partnering with the business to ensure workforce plan aligns with capability needs, bringing along the appropriate stakeholders and relevant people team colleagues for specialist advisory. 
• Provide support for Mergers and Acquisitions in partnership with Regional HR Managers  
• Drives an advocacy for talent priorities and feedback into commercial planning to give a deep understanding of the capabilities and gaps within the Region 
• Assess workforce readiness (cost, capability, capacity and composition) to inform business decisions. 
• Identify the talent implications of strategic priorities for the Region and business. 
• Build the forward-looking talent plan and maintain org charts via an automated system for the specific business area - including completion of the annual budgeting process with Finance and prioritization of resourcing needs. 
• Partner with Finance and Rewards Specialists to gain a practical understanding of people costs and how that might inform the talent plan and org structures to drive and support strategic workforce planning. 
• Liaise with the Global Director of Talent Acquisition to provide insights on the needs of the business to inform potential internal/external recruitment strategies in the Region. 
• Focus on Senior Leader and Executive Leadership and Development and advise PL&OD on succession planning and high potential development in the Region. 
• Leverage the tools, frameworks and methodology of the Professional Learning & Organizational Development team to create succession plans for critical roles. 
• Leverage frameworks from the PL&OD and Culture teams to ensure effective goal setting and other performance management tools are activated in the business. 
• Collabor