Reporting to the SVP, Talent & Culture, the HRBP Lead serves as the primary HR partner and single point of accountability for the Commercial, Marketing, and Transformation functions globally. This role owns the people agenda end-to-end, driving business-aligned HR delivery across all stages of the employee lifecycle. Operating within a COE-led model in close collaboration with shared services, this is a high-impact individual contributor role requiring the ability to influence senior leaders across multiple geographies and time zones.
Job Responsibilities
- Functional Strategy Partnership: Act as a strategic partner to functional leadership teams by co shaping and enabling the execution of functional strategies. Bring a people and organizational lens to strategic discussions by assessing organizational capabilities, structure, and readiness; identifying talent related risks and opportunities; and advising on resource allocation, budget considerations, operating model implications, and change impact to support functional priorities.
- Headcount Planning & Workforce Strategy: Drive headcount planning for assigned functions by partnering with functional leaders to anticipate workforce needs, identify capability gaps, and align role prioritization, timing, and workforce scenarios across annual planning cycles with functional strategies, operating models, and financial constraints.
- Organizational Design: Shape and evolve organizational design efforts for assigned functions by shaping structures, roles, spans and layers, and operating models in alignment with functional strategy. Partner with functional leaders to assess design effectiveness, clarify accountability, and drive sustainable organizational outcomes.
- Talent Acquisition: Enable high quality talent acquisition outcomes for assigned functions in partnership with the Talent Acquisition COE and functional leaders. Play an active, hands on role at critical stages to ensure clarity of role requirements, consistent selection decisions for key roles, and alignment on hiring conditions. Reinforce leader accountability throughout the process and leverage metrics and feedback to continuously improve TA effectiveness. Support effective onboarding and leader assimilation, from Day 1 integration through early goal setting, check ins, and timely interventions to accelerate performance and reduce attrition risk.
- Learning & Development: Partner with the Learning & Development COE and functional leaders to execute L&D and talent management priorities across assigned functions. Lead performance management cycles, talent reviews, succession planning, and identification of key and critical talent. Enable and co deliver COE led learning, development, and leadership initiatives by ensuring effective rollout, adoption, and impact, supporting development planning and future ready capability building based on talent and performance insights.
- Culture & Talent Engagement: Champion talent engagement across assigned functions in collaboration with the Talent Engagement COE and functional leaders. Oversee the deployment of engagement surveys and translate insights into focused, leader led action plans that strengthen retention and performance. Enable leaders to activate Foundever’s culture through consistent behaviors and team practices and promote the fair and meaningful use of recognition programs, leveraging engagement and recognition insights to drive continuous improvement.
- Total Rewards: Execute global compensation and rewards frameworks across assigned functions in partnership with the Total Rewards COE and functional leaders. Drive annual salary and variable pay cycles within global guidelines, ensuring fair, consistent, and data driven outcomes. Advise leaders using performance, market, and pay equity insights, reinforce adherence to reward policies, and support clear communication and understanding of compensation programs.
- Employee Relations & Offboarding: Partner with local HR teams, Legal and Ethics to lead restructuring activities for assigned functions, ensuring compliance with country specific labor regulations and global policies and supporting effective communication and change management. Guide leaders through resignations and terminations, ensuring offboarding processes are completed accurately, with proper documentation and use of exit insights. Support the management of compliance, security, and conduct cases.
Skills and Qualifications
Minimum
- 12+ years of progressive HR experience, with at least 7 years in a senior HRBP or HR leadership role supporting C-suite or senior executive stakeholders in a global, matrixed organization
- Bachelor's degree in Human Resources, Business Administration, Psychology, Organizational Development, or a related field
- Demonstrated experience owning the end-to-end HR agenda for a business unit or corporate function
- Experience supporting global functions across multiple geographies and time zones
- Background in fast-paced, high-change, or transformation environments (BPO, tech, or professional services sectors preferred)
- Fluency in English (written and spoken) is required; additional languages are a plus
- Ability and willingness to travel internationally on an occasional basis to support key business moments, stakeholder engagement, or team events
- Comfortable operating in a fully or hybrid remote environment, with the ability to maintain strong relationships and deliver impact without regular in-person interaction
Preferred
- Exposure to supporting commercial, marketing, or transformation functions at a global level
- Experience leading or actively contributing to large-scale organizational redesign or restructuring initiatives
- Familiarity with workforce planning methodologies and headcount/financial planning cycles
- Track record of coaching and influencing senior leaders through significant organizational change
- Master's degree or MBA with a focus on Human Resources, Organizational Development, or Business Strategy
Location
We are looking for an individual located and authorized to work within the EMEA region.
About Us
Foundever® is a global leader in the customer experience (CX) industry. With 150,000 associates across the globe, we’re the team behind the best experiences for +750 of the world’s leading and digital-first brands. Our innovative CX solutions, technology and expertise are designed to support operational needs for our clients and deliver a seamless experience to customers in the moments that matter.
-
#LI-MAM
#LI-Remote
#LI-EMEA