Cluster People Business Partner

Benefits

Additional Information

Welcome to a workplace where everyone passionately believes in one purpose! Our company's commitment extends beyond tasks; it's about infusing every action with purpose. We are dedicated to bringing unparalleled passion and customer focus to every facet of our business, creating an environment where your contribution truly matters. With 70 years of experience, we are the leading strategic partner, providing specialized solutions for airlines, airports, and enterprises across 21 countries throughout The Caribbean and Latin America. At GCG , we believe the secret recipe for a perfect team blends talent, focus, and discipline. We seek these qualities in candidates eager to thrive in a diverse and multicultural environment. Our comprehensive solutions include Sky Dining, Airport Dining, Aviation Support, and Culinary. With a team of over 5,500 highly skilled experts dedicated to excellence, we uphold the highest standards of quality and service. We are committed to elevating travel & culinary experiences for all our customer's journeys, becoming the top choice in the region. JOB PURPOSE The Cluster People Business Partner serves as a strategic advisor to the Cluster General Manager and the senior leadership teams across markets associated with the specific cluster. This role is the primary driver of a cultural transformation agenda that positions people's capabilities as a competitive advantage, aligning modern HR practices with business objectives. Operating at the intersection of business strategy and human capital, the People BP translates organizational priorities into actionable talent, culture, and engagement strategies, while ensuring compliance with the diverse labor legislation. Duties & Responsibilities include, but are not limited to: 1. Strategic Business Partnership - Act as a trusted advisor to the Cluster GM and Country Station Managers on all people-related matters, connecting HR strategy to business outcomes and P&L impact. - Co-lead annual strategic planning with GMs and Financial Controllers, providing workforce analytics, headcount forecasting, and organizational design recommendations. - Translate corporate and cluster-level strategy into actionable people plans with clear milestones and KPIs. - Leverage HR data and analytics in partnership with the People Analytics Manager (via Workday and other HRIS tools) to drive evidence-based decision-making and present actionable insights to senior leadership. - Manage and coordinate HR core processes across the cluster in collaboration with country HR Representatives, ensuring alignment with corporate initiatives and the overall company strategy. - Serve as the primary point of contact for people-related queries from team members, management, and senior leaders, ensuring prompt resolution and appropriate escalation when needed. 2. Culture Transformation & Team Member Experience - Lead the design and execution of a cultural transformation roadmap aligned with GCG's values and the cluster's unique multicultural identity across different territories within the cluster. - Foster an inclusive workplace culture that embraces the linguistic and cultural richness of the cluster, ensuring all team members feel valued and able to contribute fully. - Design and implement holistic Team Member Experience (TMX) programs, including wellbeing, recognition, flexible work arrangements, and career development pathways. - Drive engagement strategy based on survey insights; create and monitor engagement action plans with country leaders; conduct small group listening sessions during station visits to capture team member feedback. - Serve as an internal change management catalyst in close collaboration with the Transformation Business Partner (SAP & Change Management), applying structured methodologies to support system implementations, process redesign, and new ways of working across the cluster. 3. Talent Management, Learning & Organizational Development - Lead the end-to-end talent acquisition strategy for the cluster in partnership with the Talent Acquisition Business Partner, including employer branding, candidate experience, and partnerships with local universities and organizations to build talent pipelines and internship programs. - Execute the annual performance management cycle, talent review, and succession planning processes in close coordination with the Organizational Development Manager, ensuring global frameworks are applied with local relevance. - Identify capability gaps and design upskilling/reskilling programs that prepare the workforce for evolving business demands. - Coach and develop country HR Leads, building local HR capability and ensuring consistent execution of HR processes across markets. - Own and direct the end-to-end Learning & Development strategy across the cluster, covering the full team member lifecycle: onboarding, technical and soft-skill training, leadership development, cross-functional rotations, and career transitions. -