Acts as a strategic thought partner to senior most leaders in the Americas Sales organization, leveraging deep insights and foresight to shape and drive the strategic people agenda. Engages in high-level strategic discussions to align people strategies with long-term business goals.Designs and executes the regional talent strategy, focusing on attracting, developing, and retaining top talent to meet current and future business needs. Develops innovative talent management practices that align with the organization's vision and objectives.Executes with agility, adapting quickly to changing business environments and priorities. Demonstrates the ability to pivot strategies and plans in response to emerging trends and business needs.Understands and navigates regional complexities, ensuring that people strategies are culturally sensitive, and developed to address the unique market challenges and opportunities presented by a matrixed workforce.Proactively anticipates risks related to people and organizational dynamics, developing mitigation strategies to address potential challenges before they impact business performance. Provides risk assessments and contingency plans as part of the strategic planning process.Connects the dots between the overall business direction and impact of people decisions in order to influence the right business choices to fulfill business objectives. Contributes to the development and delivery of the BU business plans and contributes to the scoping of key business initiatives.Key Responsibilities:Contributes to business growth by applying a long-term vision and translating business needs to strategic people needs across the talent, leadership development, change, and culture agenda; develops business unit People strategy and strategic (3-5 year) people plan to support the achievement of business goalsPartners with the Business Unit leader and acts as a trusted advisor providing strategic insight to the future direction of the BU, senior-level people topics and contributes to organization design and development initiatives that drive the organizational effectiveness of the business unit.Acts as the voice of the business in the HR function and partners/contracts across the HRBP team, the COEs (centers of excellence), and Ops to ensure business needs are represented and that fit-for-purpose HR solutions are developed and deployed for key business needs. Serves as the single point of contact for Sr Business Leaders within the organization and works collaboratively with HR experts and People Services to ensure the effective fulfillment of business needs and overall effectiveness of the HR function.Acts as key strategic HR lead, consultant, and coach to Senior business leaders to enable the development of their people leadership capabilities and maximize their impact on people and engagement as well as providing strategic insight on people-related topics.Uses and analyzes data and trends to inform guidance to business leadership and to measure success: learn, iterate, and improve; analyze trends and develop proactive actions.Builds/designs and executes:Strategic workforce planningCalibration and succession planningOrganization design, change management, and cultureLeadership and team developmentRelevant workforce trends which will impact the BU
