Primary Location: MERKEZ, MERKEZ, İstanbul - Türkiye , 34406 Job ID: R25012852

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Job Description:

Role Title: HR Business Partner Manager (Turkey, Middle East and Africa Cluster and India Cluster)

Reports To: HR Business Partner VP

The HR Business Partner (HRBP) Manager seeks to build a strong support relationship with its HRBP VP and business leaders within a particular business unit, focused on a particular Turkey, Middle East and Africa Cluster and India Cluster, as needed. This role will act as strategic support to research, design, and provide guidance on deployment of business-relevant HR strategies and solutions within an assigned district/country/function. This role leverages more in-depth business or functional group knowledge to identify and drive HR-related improvement opportunities and collaborates with key stakeholders to assess the design and delivery of HR programs, services, and initiatives to ensure the needs of the organization and the business are met. This role will act as an overall function advocate, change champion, and support for the VP-level HRBP. The HRBP Manager will help the VP-level HRBP to proactively forecast the needs of the business, from a talent perspective, manage BU talent retention strategies, partner with COE counterparts, and support the HRBP VP with managing and maintaining succession plans. This role will support specific projects and initiatives, as directed by the HRBP VP. These HRBPs will support and be staffed based on the most complex business unit and as defined by more senior HRBPs in their organization.

Experience:

Bachelor’s degree required
8+ years ofHR experience
MBA or advanced degree preferred

Roles and Responsibilities

Overall

Support the strategic relationship between HR and the BU’s district/country/function management to define business challenges for the assigned district/country/function and help the HRBP Director translate them into focused HR initiatives
Understand the core business processes and drivers of a particular business unit’s district/country/function and is able to support the HRBP Director with talent expertise and talent optimization across the district/country/function’s employee population
Support specific projects and initiatives through detailed research,, development of presentations, and detailed program design, as directed by the HRBP Director
Leverage and guide additional HRBP Support (i.e., HRBP Supervisors) to support special projects and initiatives
Confidently manage upwards throughout the HRBP structure to drive the overall talent optimization strategy, as it relates to the assigned district/country/function and initiatives
Help promote a strategic relationship between HR and leadership to define and solve business challenges, identify opportunities to deliver value-added HR services and programs, and drive the effort to translate them into focused and relevant HR initiatives
Act as an escalation point for Supervisor-level HRBPs, if applicable
Help monitor results of the delivered HR programs, and work with the HRBP Director, COEs, and HR Services to facilitate changes and improvements, within the assigned district/country/function as needed; it may be required to be agile and support other districts, countries, or functions as needed and as requested by the VP-level HRBP and/or Director-level HRBP
Assigned to the most complex Business Unit District/Country/Function and acts as a coach for HRBP Supervisors

Talent Expertise

Work with the HRBP Director to help identify and understand evolving talent needs relative to the BU’s objectives at the more granular district/country/function level for a BU; may help compare and reconcile to the objectives at the aggregate BU level
Work with the HRBP Director and additional HRBP Support to align on a market relevant rewards agenda for the BU’s district/country/function; may help ensure alignment with aggregate objectives at BU level
Support effective succession planning process (primarily for most senior leaders in the business) and help facilitate ongoing development conversations, working with the HRBP Director to identify and proactively develop the next generation of leaders
Work with Supervisor-level HRBPs to identify talent gaps, propose and implement changes necessary to cover risks, as directed by the HRBP Director
Help ensure consistent talent strategy with BU level talent strategy set by the VP-level HRBP and as directed by the HRBP Director

Business Advocacy

Serve as an advocate for the BU’s district/country/function in developing and delivering joint BU-HR strategies
Leverage business-relevant and workforce-level insights and trends to identify opportunity to improve efficiency, effectiveness, productivity, and overall employee experience through meaningful talent programs and initiatives
Champion the execution of HR processes, initiatives, and programs that are business-relevant and defined by the COEs (e.g., performance management, annual compensation, training initiatives)
Understand the BU’s operating environment and apply awareness of the BU’s operational goals and objectives when implementing HR programs and addressing escalated HR issues
Work in partnership with HR Services to maintain business-specific policies, ensuring overall compliance

Trusted Advisory

Support and begin developing a trusted advisor relationship with the assigned business unit’s district/country/function and provide input into the advice, guidance, and talent expertise for business decisions, as directed by the HRBP Director
Support the management and development of a strategic talent pipeline of leaders across the business unit through the lens of recruiting, talent development, performance management, and leadership development strategies
Collaborate with other HRBPs,, COEs, and HR Services to agree on a common innovation agenda, agree on the people agenda throughout the organization, leverage experiences / practices across geographies, and evaluate effectiveness of HR solutions
Actively listen and seek to understand various points of view to arrive at best solution

Qualifications, Knowledge, & Abilities

Requirements:

Strong business acumen with demonstrated understanding of business strategy
Ability to develop an understanding of business fundamentals and decision-making processes
Strong analytical abilities to illustrate HR’s impact on the business unit and enterprise
Embraces change and views challenges as business opportunities
Demonstrates success in championing change
Ability to confidently facilitate conversations between people with differing views and backgrounds
Ability to modify behaviors and approaches to address diverse needs and audiences
Ability to demonstrate critical thinking and problem-solving abilities
Demonstrate success working in a complex organization across functions, cultures, and levels
Adept at flexible and creative problem-solving
Experience with people management and development
Able to appropriately push back and challenge the status quo
Strong verbal and written communication skills to interact with senior level managers and executives
Highly proficient in Microsoft Office
Able and willing to regularly travel, when necessary

UPS is committed to providing a workplace free of discrimination, harassment, and retaliation.

Other Criteria:

Employer will sponsor visas for specific positions. UPS is an equal opportunity employer. UPS does not discriminate on the basis of race/color/religion/sex/national origin/veteran/disability/age/sexual orientation/gender identity or any other characteristic protected by law.

Company:UNITED PARCEL SERVICE

Location: İstanbul, Turkiye

Employee Type:

Permanent

UPS is committed to providing a workplace free of discrimination, harassment, and retaliation.

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