The Transatlantic Regional HRBP is responsible for aligning business objectives with employees and management
in their designated division(s). More specifically the role is responsible for the implementation of the division’s talent
and organizational development strategy. The position serves as a consultant to management on all human
resource-related issues.Communicating needs proactively with appropriate HR or other departments as well
as business management,the role also seeks and develops integrated solutions. The position formulates partnerships across the
business andHR function to deliver value-added service to management and employees that reflects the business objectives of
the organization.Acting as an employee champion and change agent, works with local leadership to embed a culture of partnership,
transparency and performance.This role reports to Transatlantic’s National HR & Talent Management Director and supports the
Transatlantic Regional Vice President GM.
Duties and Responsibilities:
•Drive the HR & talent management strategy for Transatlantic team that is aligned and integrates with
SGWS programs and our suppliers.
•Conduct talent calibrations, assist management with assessments and create succession plans that address
the client’s talent pipeline gaps and will deliver a strong leadership bench for the future.
•Ensure succession management plans and strategies are in place to maintain healthy talent pipelines to meet
current and future business needs.
•Manage the talent management process to evaluate employees and conduct talent gap analysis against
strategic business needs.
•Manage and facilitate joint talent development program with a focus on but not limited to early career to facilitate
the talent management principals and ongoing talent movement strategy.
•Leverage talent management resources and employee programs including goal management, 360 feedback,
career and individual development training.
•Facilitate the Performance Management Process (“PMP”); provide effective feedback and/or coaching regarding
the evaluation, calibration and performance improvement processes.
•Work with the Transatlantic leadership team to establish annual performance objectives that support the overall
people and business strategy as well as the partnership with Bacardi.
•Provide day-to-day performance management guidance to line management (e.g., coaching, counseling,
career development, disciplinary actions).
•Responsible for oversight of the teams recruiting needs to ensure we deliver top quality talent, meet aggressive hiring plans
and assist with creative sourcing strategies for hard-to-fill positions.
•Develops compensation and contract terms for new hires, promotions and transfers.
Learning & Development
•Partner with the Transatlantic regional leadership team to identify future development and training opportunities,
report L&D metrics and performance against objectives.
•Work with learning and development to identify and provide job and learning experiences needed (for the division,
individuals and executives) to develop our talent.
•Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives
•Coach all levels in the organization on leadership skills including but not limited to interpersonal, communication,
and team management skills.
•Develop and maintain training, organizational development, and talent management budget.
•Serve as an employee advocate to foster a culture of openness based on integrity, trust and pride; champion a culture
that drives employee engagement.
•Partner with Transatlantic regional leadership team to ensure appropriate onboarding, engagement or culture surveys
and other leadership support or change management initiatives.
All other duties
•Consult with management, providing HR guidance and support when appropriate.
•Provides guidance and input on business unit restructures, workforce planning and related succession planning.
•Partner with the division’s leadership team and local HR to resolve complex employee relations issues.
•Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks
and ensuring regulatory compliance. Partners with the legal department as needed/required.
•Maintain an effective level of business literacy about the business unit's performance, financial position, midrange plans,
and its culture and competition.
•The Regional HR and Talent Management Director will partner with other human resources, compensation and benefits,
diversity and inclusion, talent acquisition, HR operations, talent management, learning and development, leadership/management/employee
development, HR business insights, organizational development, and IT professionals to drive talent management strategies and approaches.
•Perform other job related duties as assigned
•Bachelor’s degree, preferably in HR or related discipline
•5 – 7+ Years of relevant work experience required
•High degree of business acumen and strategic thinking and planning
•Ability to influence business leaders at an executive level
•Team and executive development expertise
•Demonstrated problem solving skills to be able to lead a team to make intelligent trade-offs in ambiguous situations
•The ability to deal with conflict and multiple constituencies while managing multiple simultaneous objectives
•Superior judgment and integrity
•Strong written and oral communication skills
•Strong coaching, facilitation, and presentation skills
•Demonstrated ability to partner and collaborate across broad range of seniority
•Thorough knowledge of related laws and regulations as well as legal compliance requirements
•Basic computer skills including working knowledge of Microsoft Office Suite
•5 years of experience in a generalist capacity interfacing and influencing at the executive level with experience
in one or more HR disciplines i.e., OD, Compensation, Talent Acquisition, Learning and Development
•Experience in the beer, wine and spirits or distribution industry
•Proven ability to work across multiple functions within a matrix environment
•Strong customer focus with the ability to effectively and quickly build relationships and establish trust, respect,
•Ability to develop creative solutions and drive effective organizational change
•Computer skills, specifically relating to the use of talent management systems.
•Strong people and project management skills with the ability to manage complex situations and multiple priorities
with a dedication to providing a high level of customer service
•Thorough understanding of staffing, compensation, EEO/AAP, employment laws and HR polices and best practices
•Excellent interpersonal skills and the ability to establish strong relationships with managers/executives and
HR Business Partners
•Excellent organizational skills and the ability to communicate at all levels of the organization
Southern Glazer's Wine and Spirits recruits and hires qualified candidates without regard to race, religion, color, sexual orientation, gender, gender identity, age, national origin, ancestry, citizenship, veteran or disability status or any factor prohibited by law, and as such affirms in policy and practice to support and promote the concept of equal employment opportunity and affirmative action, in accordance with all applicable federal, state and municipal laws. The Company prohibits discrimination on other bases such as ancestry, medical condition, or marital status under applicable laws. We make reasonable accommodations to meet our obligations under the Americans with Disabilities Act (ADA) and state disability laws. Candidates should possess the right to work in the United States, as it is not the general practice of Southern Glazer's Wine and Spirits to sponsor individuals for work visas.