Senior HR Business Partner

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Introduction

Who we are:

We are an organization that exists to drive progress. That's the "red thread" that connects everyone at The Economist Group (TEG). Our businesses share a devotion to innovation, independence and rigor in their fields of expertise. We empower people to understand and tackle the critical challenges and changes facing the world. Our analytical rigor, global expertise and evidence-based insights enable individuals and organizations to make sense of these shifts and chart a course through them.

We are seeking a seasoned, dynamic and commercially driven Senior HR Business Partner to align our HR initiatives and functions with business objectives and priorities. This role involves strategic partnership with our executive team to enhance workforce performance and ensure talent development is closely aligned to drive subscription growth for The Economist. The ideal candidate will bring innovative HR solutions, foster a high-performance culture, and support our executive in managing and developing their teams to achieve exceptional results.

Accountabilities

• Develop and implement HR people strategies and initiatives aligned with the overall business strategy of The Economist.
• Design and implement change management processes to ensure smooth transitions during organizational change, fostering resilience and adaptability among colleagues.
• Collaborate with executives to identify opportunities for leadership development, team building, and organizational design improvements that support business scalability and customer satisfaction.
• Evaluate the effectiveness of organizational decisions and interventions, using data-driven insights to inform continuous improvement.
• Apply commercial thinking and an understanding of the business and HR to provide pragmatic and informed HR solutions and ideas which meet both the business needs and fit with the HR agenda.
• Proactively develop strong working relationships with key business and HR stakeholders in multiple territories, which enable a solution-orientated approach to delivering HR initiatives.
• Proactively engage with the HR Centres of Excellence to obtain specialist advice and facilitate value add solutions to your client groups.
• Pro-actively manage annual HR processes with the business and Centres of Excellence (Merit, Talent Planning, DEI, Employee Relations, Performance Management, Organizational Change).
• Bridge management and employee relations by addressing demands, grievances, or other issues as needed.
• Ensure legal compliance and minimize enterprise risk.

Experience, skills and professional attributes

• Proven working experience as an HR business partner at a senior level.
• Broad knowledge of human resources functions, from talent management to employment law.
• Experience in the subscription-based service industry or a fast-growing tech company is highly desirable.
• Ability to architect strategy along with leadership skills.
• Excellent active listening, negotiation, and presentation skills.
• Collaborative, positive working style with an ability to influence.
• Able to work under pressure without compromising on professional standards.
• Proven experience of significant project and change management/OD work.
• Competence to build and effectively manage interpersonal relationships at all levels of the company.
• Evident experience of multi-national, fast-paced, progressive commercial organizations.
• Confident working in ambiguity to drive towards a solution which meets the Company's overall needs.
• In-depth knowledge of labor law and HR best practices.
• Degree in Human Resources or related field; a Master's degree is preferred.

Desirable Attributes:

Business acumen: understanding the impact of the latest economic and financial news on the organization.

Listening - being present and attentively listening. Effectively reading the room and providing direction.

Questioning - selecting questions that can broaden or narrow or create deeper understanding of getting to the root of a problem and furthering a business issue.

Globalization- facilitating work across globally diverse,virtual teams

Organization development- thinking about culture as well as capabilities

Company Benefits & Culture

Benefits

We offer excellent benefits including an incentive scheme, generous annual and parental leave policies, volunteering days and well-being support throughout the year, as well as free access to all Economist content. In most regions, we also offer health insurance, life assurance and competitive pension schemes.

Our culture

We all play a part in building our culture. We are a global community of independent, inquiring minds-an organization of equals, who learn from each other's expertise, thrive on debate and are eager to enhance their understanding. The work we do is interesting, challenging and purposeful, and so are the colleagues who surround us. You have responsibility, influence and exposure as you work collaboratively across borders.

We have an open culture, where you have a wide variety of opportunities to learn and develop - whether through our mentoring and business shadowing schemes, our internal and external courses, our new career-development platform or our career pathways, we help you make the most of your potential. As an organization, we are also working to advance inclusion and deliver more ways to enhance colleague wellbeing, as we believe that a diverse organization is a stronger one.

The Economist Group values diversity. We are committed to equal opportunities and creating an inclusive environment for all our colleagues and potential colleagues regardless of ethnic origin, national origin, gender, gender identity, race, color, religious beliefs, disability, sexual orientation, age, marital status or any other status.