Sr HR Business Partner - Latin America Region at Mary Kay

COMPANY OVERVIEW

Looking for a career where you can make a difference? At Mary Kay we are committed to enriching the lives of women and their families around the world, we offer careers with unlimited opportunities to do something beautiful every day. More than 5,000 employees work in locations around the world. They provide the products, marketing and other support to millions of Independent Beauty Consultants (IBCs) who work as independent contractors, selling our products directly to consumers in nearly 40 markets on five continents.

We are a company that believes in our people and cares for them with truly exceptional benefits. We offer:

• A comprehensive health plan which includes medical, dental, and vision with low premiums
• 401(k) plan
• A generous profit-sharing program
• Free access to on-site fitness center and on-site clinic

JOB PURPOSE 
Responsible for supporting the Manager, International Human Resources in the planning, development and execution of global HR projects as well as international human resources policies and programs to ensure each country’s ability to attract, retain, develop, motivate and reward qualified employees. Acts as the point of contact and HR expert for all Mary Kay subsidiaries outside the US on all matters related to employee communications and employee recognition programs and is responsible for ensuring that both employee communications and employee recognition programs are perceived as high impact and best in class by key stakeholders outside the US.

ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Acts as a key resource in the global delivery of both international and global HR projects. Partners with HR Managers across the globe in helping to identify priorities for corporate support and reports on findings to corporate HR support staff. Partners with global HR project managers in developing consistent and methodical project objectives, timelines, and stakeholder communications. Keeps track of the status of key global projects and flags areas of opportunity for global HR management.

2. Acts as the point of contact and HR expert for all Mary Kay subsidiaries outside the US on all matters related to employee communications. Partners with the Manager, Employee Communications & Recognition in assessing the communications needs of our international subsidiaries and ensures that the design of employee communications has global applicability and that the needs of our subsidiaries outside the US are successfully met by both corporate and global initiatives. Leads the creation of new employee communications vehicles including but not limited to the design, buy-in, deployment, launch and maintenance of new communication vehicles. Ensures existing communication vehicles assigned to him/her are delivered as per expectations, including but not limited to expectations on timelines, quality and content, amongst others.

3. Acts as the point of contact and subject matter expert for all Mary Kay subsidiaries outside the US on all matters related to employee recognition programs. Partners with the Manager, Employee Communications and Recognition to ensure that all current recognition programs available to all employees outside the US are fully understood, utilized to their maximum extent and perceived as memorable, high impact and best in class programs. Ensures that all current programs are effectively managed outside the US and works with the International HR Specialist in coordinating the delivery of recognition awards to markets outside the US as needed. Identifies areas of opportunity for improvement of current programs including but not limited to improvements in program efficiency, content, communications and stakeholder acceptance, amongst others and drives these recommendations to implementation. Leads the creation of new employee recognition programs, including but not limited to the design, buy-in, communication and management of new employee recognition programs. Works with outside vendors as needed in delivering memorable, high quality, and high impact employee recognition programs.

4. Acts as a champion of the Global HR Balanced Scorecard by actively discussing status and updates with stakeholders. Analyzes the HR Balanced Scorecard, related initiatives and implied processes, identifies trends and reports on areas of opportunities to key stakeholders As needed, partners with HRIS and the HR community outside the US in collecting periodic data to support the management of the HR Balanced Scorecard process.

5. Leads the review of existing International HR policies and procedures in order to identify areas of possible improvement and to ensure consistency across IHR policies and procedures, and drives these recommendations to implementation by proactively communicating changes to existing International HR policies and procedures to all stakeholders and ensuring stakeholder understanding.

6. Responsible for the development of Human Resources packages for the countries, including administrative tools such as employment applications, employee handbooks, etc. and policies and procedures for utilizing such tools. Reviews administrative tools for the subsidiaries to ensure they comply with applicable laws and regulations of their particular country and to ensure consistency with US policies and procedures as appropriate.

7. Leads the roll-out of the annual performance development program and acts as the contact for countries outside the US on the appraisal process. Follows-up with the regions and the countries to ensure compliance and timely submission of performance appraisals for employees based outside the US. Implements, administers, deploys and retrieves the subsidiaries’ performance appraisal programs by developing schedules, setting timelines, proactively developing communication pieces, updating and adapting US forms for each country and actively working on improvements to the overall process. Partners with HRIS and ensures that the information received from the countries is properly warehoused in the department’s information system(s) in order to create reports of performance data, analyze trends and provide summary updates to stakeholders of the program. Notifies Manager, International Human Resources of any performance issues documented in appraisals.

8. Directly responsible for recruiting, screening and referring quality applicants for open Asia Pacific positions based in the US; and has back up responsibility for Latin America and Europe positions based in the US. Interfaces with hiring managers and supervisors to determine human resources needs for the department. Initiates applicant flow, interviews applicants and makes hiring recommendations for open positions. Manages job requisition process.

9. Manages the on-boarding processes, which includes the assimilation process for new manager level and above employees within assigned region. Partners with administrative assistant to coordinate the process and ensures successful integration into the Mary Kay culture and region.

10. Responsible for working with Region HR Managers and International EOD to create and coordinate management training such as interviewing, terminations, performance reviews, harassment prevention, new hire orientation, customer service training and other various training for HR policies and procedures. Assists in identifying supervisory training needs and works with Senior International Training & Development Specialist to create and modify training materials.

11. As required, conducts effective workplace investigations and intervenes with employee relations concerns for assigned region. Partners with Corporate Legal to ensure compliance with employment and other laws and regulations specific to assigned region employees. Works closely with Legal and management in dealing with employee relations issues, such as terminations, performance issues, disciplinary actions, gross misconduct, etc. Determines strategies for resolution that comply with legal requirements and are in-line with business objectives.

12. Participates in departmental projects such as planning the International HR Conference for all local HR staff; developing International HR policies and procedures; preparing communications materials; planning IHR strategy meetings and team building activities; assisting in strategy development and direction for the IHR department.

13. Keeps abreast of changes and trends in international human resource operations. Attends international human resources, international employment law and other professional development seminars to further knowledge of international human resource operations.