Critical senior level role responsible for delivering the People & Culture service for Page Executive, bridging the gap between the PE People Plan and PE business strategy for leaders. This role will focus on key activities covering all regions, supporting the PE Global P&C Director to build out the P&C function for Page Executive as the business grows and in line with P&C and Page Executive strategic objectives.

• Business Partnership: Partner with Page Executive leaders, working collaboratively to provide HR solutions that support and enable business goals. By understanding the business landscape and objectives, this role helps shape and execute P&C strategies that address talent needs, promote employee engagement, and enhance organisational performance.
• Organizational Effectiveness: Support organisational effectiveness by partnering with Page Executive business leaders to identify opportunities for improving processes, structures, and team dynamics to enhance overall performance and efficiency.
• Employee Engagement and Culture: Foster a positive and engaging work culture across the Page Executive brand. Support and implement initiatives that promote employee engagement, satisfaction, and well-being. This includes creating a supportive work environment, implementing effective communication strategies, and recognising and rewarding employee contributions.
• People Collaboration: Working collaboratively with the Page Executive P&C team to develop HR initiatives to support the PE business line to provide a consistent and where required differentiated approach for PE. Leveraging support from the wider group P&C resources such as group business partnering team, Centres of Excellence and Shared Service Centres to ensure holistic HR delivery.
• Cultural Ambassador: Ensure the Page Executive culture is embedded and consistently upheld across the region in alignment with the Page Executive EVP.
• HR Analytics and Insights: Provide insights and recommendations to Page Executive business leaders by analyzing HR metrics to identify trends, patterns, and areas for improvement, enabling data-driven decision-making and continuous improvement in HR programs and practices.

• Relevant HR/Business degree
• Solid educational foundation in the field of human resources. Relevant coursework such as HR management, organizational behavior, talent management, employment law, compensation and benefits, and strategic HR planning.
• A minimum of 8 years of HR experience
• Proven track record of success as HR generalist, balancing vision, drive for results, a learning orientation and employee outcomes across complex teams.
• Develop and implements HR strategies, practices, and policies supportive of the organization’s growth objectives and aligned to enterprise priorities while bringing in the local nuances.
• Relationship building and influencing: Builds authentic relationships and garners influence as a key thought partner. Influences executive teams to leverage HR programs and initiatives, leads the business discussion of HR and talent issues, facilitates decision-making on business issues related to HR opportunities, and provides ongoing coaching and consultation to support business leader performance.
• Ability to work in diverse cultural settings and across multiple countries.
• Developing strong relationships at all levels of the organization, through relevance, trust, influence, and delivery.
• Communicating down and up conveying a sense of purpose and positive energy.
• Strategic thought partner with a progressive approach to HR and external benchmarking view.