HR Business Partner – RBS & EHS - GBS Americas at SGS

Role Purpose The HR Business Partner (HRBP) for RBS & EHS is a senior strategic role responsible for shaping, enabling, and strengthening the People and Organization system of a rapidly expanding global function. This position exists to build long‑term organizational sustainability, drive capability growth, ensure operational readiness, and mitigate people and legal risks across RBS & EHS teams in the Americas. This HRBP acts as the integrator between global EHS functional leadership, RBS operations, the Bogotá Service Center, HR Centers of Expertise (TA, Learning, Rewards), and GBS Manila—ensuring a unified talent architecture, consistent people processes, and scalable leadership routines across all hubs. Key Responsibilities The HRBP for RBS & EHS will serve as the strategic architect of all people‑related systems required to stabilize, professionalize, and scale Remote Business Support and Environmental Health & Safety operations across the Americas. This role is responsible for designing and maintaining the end-to-end talent system, including organizational structure, workforce planning, leadership capability, talent pipelines, and long-term succession architecture. A core responsibility is to lead the creation of career ladders, capability matrices, and role families that bring clarity, transparency, and predictability to career growth within these rapidly scaling functions. The HRBP will act as the principal business partner for RBS and EHS leaders—local (Bogotá), regional (Americas) and global—ensuring alignment of priorities, decisions, and people strategies across hubs. This includes facilitating leadership routines, enabling decision-right clarity, and ensuring that communication across GBS, RBS and EHS flows consistently and reliably. The role will also define and drive the People & Organization health cycle, including monthly dashboards, quarterly Org Health Reviews, leadership effectiveness assessments, talent reviews, and interventions for organizational bottlenecks. Critically, this role serves as the guardian of employee relations, risk mitigation and compliance within Colombia and across the Americas region, ensuring subordination-risk controls, governance clarity, adherence to labor law, escalation protocols, and crisis management routines. It is also accountable for integrating performance and development systems—such as MyVoice engagement insights, performance management, succession planning, workforce upskilling, and leadership development—into a cohesive and actionable roadmap for RBS & EHS.   1. Strategic HR Partnership • Serve as the primary HR thought partner to RBS & EHS leaders at local, regional, and global levels. • Translate business priorities into a clear People Strategy across talent, capabilities, workforce planning, engagement, and organizational effectiveness. • Provide data‑driven insights using organization dashboards (attrition, spans/layers, productivity, absenteeism, manager load, quality-of-hire). • Drive leadership routines that reinforce focus, accountability, and operational excellence.2. Organization Design, Workforce Planning & Leadership Effectiveness • Lead workforce planning and structural design to support growth, scalability, and operational continuity. • Evaluate spans and layers, role clarity, organizational load, and team capacity—recommending redesigns where needed. • Partner with leaders to strengthen managerial capability, succession depth, and readiness for future scale. • Facilitate Quarterly Org Health Reviews, converting insights into targeted actions.3. Career Architecture & Growth Pathways (Critical Priority) • Build the end‑to‑end career architecture for RBS & EHS, including: • Role families and job ladders • Leveling framework and capability matrices • Technical and leadership competency models • Transparent progression criteria and mobility pathways • Partner with Learning & Development to design robust development journeys, technical certification alignment, and 30‑60‑90 onboarding roadmaps.4. Talent Acquisition & Capability Building • Act as functional leader for the dedicated TA cell (two TA Partners), ensuring prioritization, SLAs, and hiring quality. • Co‑own the RBS–EHS Hiring Playbook and ensure consistency in interview standards, assessments, and selection decisions. • Build internal feeder pools through structured capability development, targeted learning programs, and a 6‑week “RBS–EHS Academy” for upskilling. • Drive diversity, mobility, retention, and succession outcomes.5. Culture, Engagement & Employee Experience • Lead engagement action planning cycles and partner with leaders to strengthen team climate, recognition, inclusion, and psychological safety. • Deploy SGS “BeneFITS” offerings to enhance wellbeing, resilience, and productivity (EAP, mental health, ergonomics, recognition programs). • Ensure employee experience consistency across recruitment, onboarding, performance, and development touchpoints.6. Employee Relations, Compliance & Risk Mitigation • Act as the guardian of labor compliance, ethical standards, and risk mitigation across Colombia and the broader Americas region. • Lead subordination‑risk controls through: • Solid/dotted-line governance • Delegation of Authority (DoA) • Clear SOPs and decision matrices • Manage ER cases with discipline, rigor, and consistency, ensuring fairness and alignment to local law and SGS policies. • Conduct root-cause analyses for ER, governance, or performance issues and implement preventive actions.7. Governance, Operating Model & Cross‑Hub Alignment • Co‑lead the creation and deployment of the RBS–EHS Service Charter (SLAs, OLAs, escalation paths, ownership). • Drive cross‑hub alignment between Bogotá, Manila, and NAM EHS functional teams. • Support Change Control Board (CCB) governance for scope changes, overtime, and capacity management. • Ensure onboarding and system access processes are executed consistently, partnering closely with Global IT.