Vice President, HRBP - Operations

The HR Business Partner (HRBP) is a highly matrixed and collaborative role. Thomson Reuters is an enterprise business, requiring HR Business Partners to work together in a cohesive and collaborative manner with their business leadership team as well as the regional HR teams and Centers of Excellence to drive the strategic people agenda. The Vice President, HRBP – Operations role is responsible for business partnering across all key Operations teams within Operations and Technology at Thomson Reuters. These teams include our Customer Service and Support (CSS), Customer to Cash (C2C) and Global Content Operations. This role will also support the continued evolution of Thomson Reuters Shared Service Centres.

Preferred location: UK/EMEA

About the Role

As Vice President, HRBP – Operations, you will have accountability for:

Partnering and innovating across the enterprise

• Determines the implications of changes in the external and internal business environment and contributes to the appropriate HR response
• Provides consulting advice, coaches and influences senior leaders on people plan and people leadership
• Partners effectively with various areas of the People Function, including Regional HR teams and the Centers of Excellence (CoEs) (for example Talent, Reward, Talent Acquisition, Service Delivery) to develop, deliver and promote central initiatives that drive the business strategy
• Acts as a change agent within their organization and across HR, in particular influencing their leadership team to reflect, evolve, transform and innovate
• Works with other HRBPs and COEs to ensure the execution of their people plan is in line with others and is non–duplicative

Strategic workforce planning

• Interprets the business strategy to deliver the strategic workforce plan in collaboration with key stakeholders that is fit for purpose for both the short– and long–term
• Uses predicative analytics and scenario modelling to inform strategic workforce planning
• Uses knowledge of the external market to identify future capabilities against industry trends in order to design and execute the workforce plan

Organizational design and talent management

• Designs the right operating model and talent management activities for their organization to support delivering the business strategy
• Strengthens and builds the talent pool through comprehensive talent management including succession planning, talent flow and career management
• Coaches leaders on effective management of their talent including career and development planning
• Executes the talent acquisition strategy to attract and on–board required future capabilities including ensuring they themselves are deeply connected to the external markets from which talent will be sourced

Organizational health and effectiveness

• Consults and identifies ways to improve business effectiveness and operational improvements in alignment with the business model
• Creates actionable insight between organizational health and business performance; designing and executing action plans that contain appropriate levers (leadership, management practices, rewards, structure, organizational climate, etc.)
• Actively manages the employee lifecycle to ensure a positive employee experience
• Leads efforts to build a diverse and inclusive environment where D&I is a driver of strategy rather than compliance
• Interprets and promotes the Corporate Responsibility and Inclusion (CR&I) agenda for the organization
• Partners with stakeholders to reinforce and embed the desired values and culture of the organization

Understanding our customers, our industry and Thomson Reuters

• Understands the enterprise strategy and on–going transformation of our business through staying current on latest trends both internally and externally that are relevant to our industry and our profession, brings back best practice to implement within their respective business unit
• Actively seeks out external research and insight on innovation that can help educate employees and leaders to inspire and spark creativity
• Develops professional network both internally and externally, including regularly attends external events to promote Thomson Reuters HR

Understanding data and creating insight

• Interprets and provides metrics and analytics to guide management decisions that drive the people strategy
• Creates actionable insight from data to positively impact organization performance
• Leverages predictive analytics to forecast future organizational impact
• Knows how to and promotes the use of Workday as the main platform for creating organizational insight and operational efficiency

Linking financial performance to people planning

• Actively monitors Thomson Reuters financial performance and their organization's balance sheet to understand the people implications of current business performance
• Proactively designs and delivers the HR response to financial performance and targets of the business

About You

Required Knowledge & Skills

• 7–10 years of experience in HR, with increasing responsibility or related business leadership experience required
• Experience and knowledge gained from working in high functioning software development/technology–based organizations and experience leading people
• Strong personal credibility with ability to build trusted relationships with business leaders
• Excellent consulting skills, with ability to influence senior stakeholders and work with business to establish talent actions and metrics to meet strategic objectives
• Experience in OD and change management, ideally leading and managing complex, large scale, global change activity
• Thrives in fast paced, high growth, matrixed, dynamic, multi–cultural commercial business and able to navigate complex organizations and deliver results with limited resources
• Strong, credible manager and coach, seen as a talent magnet and developer
• Highly collaborative, with ability to work in partnership with broader TR HR community
• Strong interpersonal and communication skills; ability to communicate technical HR information clearly and concisely at executive and senior management level
• Innovative ability to create customized HR solutions that work for a unique population
• Considerable experience deploying best in class talent management processes and approaches including identification of high potentials, career development, and talent acquisition
• M&A experience including due diligence and integration
• Demonstrates learning agility; continuously develops skills and knowledge to ensure HR's relevance, including digital savvy, ability to engage with external trends, and utilize data acumen
• Strong business acumen; understands key financial drivers related to growth and revenue goals
• Confident, resilient and a self–starter

Critical Leadership Capabilities

Collaborating and Influencing

• Negotiates with a genuine give–and–take approach, where both act as true peers and decisions are shared
• Spends time identifying all stakeholders necessary and meets or connects with all of them, neglecting no one to shape a collective consensus
• Identifies opportunities to build relationships that will help others achieve their objectives and reaches out to those people or new people

Leading Change

• Supports leadership through major business shifts, embracing technical innovation and driving to build a commercial organization
• Communicates new direction or changes with clear rationale and appeal
• Advocates for new direction, takes it onboard personally, even countering conventional practice
• Adjusts communication style to changing situations and to respond to audience concerns (including culture, background, or style)

What's in it For You?

You will join our inclusive culture of world–class talent, where we are committed to your personal and professional growth through:

• Hybrid Work Model: We've adopted a flexible hybrid working environment for our office–based roles while delivering a seamless experience that is digitally and physically connected.
• Culture: Globally recognized and award–winning reputation for equality, diversity and inclusion, flexibility, work–life balance, and more.
• Wellbeing: Comprehensive benefit plans; flexible and supportive benefits for work–life balance: two company–wide Mental Health Days Off; work from another location for up to a total of 8 weeks in a year, 4 of those weeks can be out of the country and the remaining in the country, Headspace app subscription; retirement, savings, tuition reimbursement, and employee incentive programs; resources for mental, physical, and financial wellbeing.
• Learning & Development: LinkedIn Learning access; internal Talent Marketplace with opportunities to work on projects cross–company; Ten Thousand Coffees Thomson Reuters café networking.
• Social Impact: Eight employee–driven Business Resource Groups; two paid volunteer days annually; Environmental, Social and Governance (ESG) initiatives for local and global impact.
• Purpose Driven Work: We have a superpower that we've never talked about with as much pride as we should – we are one of the only companies on the planet that helps its customers pursue justice, truth and transparency. Together, with the professionals and institutions we serve . click apply for full job details