Full-Time HRBP Manager

Role Summary: This role supports the HRBP Manager in executing the Talent Strategy for the respective BU/Function &/or country, including organization design and restructuring, workforce KPIs for org shape, hiring, headcount, location, and skills, advising on region- and country- specific requirements for successful implementation.

Key Responsibilities:

• Enable and support BU/Function leaders & people managers, specifically the Global Marketing organization, to embody ServiceNow values and People Pact.
• Support HRBP leadership in driving initiatives at scale aligned with Global Marketing talent strategy and priorities.
• Design and deliver HR programs and policies, functionally and regionally as relevant.
• Develop and execute action plans with marketing leadership (VP/SVP) to improve employee engagement.
• Provide HR policy, process, and/or program advice and coaching to employees and managers.
• Drive rhythm of business processes (e.g., Performance Management, ACR’s, talent review), acting as a strategic partner for prioritized initiatives, high-impact programs, and products.
• Support HRBP Sr. Director on organizational design/effectiveness and change management initiatives, ensuring business rationale for re-orgs meets legal needs, briefing leaders on country-specific processes, and negotiating severance terms with employees.
• Support acquired entities with initial onboarding and offboarding activities as needed.
• Provide escalated assistance to the Global People ticketing team to resolve complex HR inquiries.
• Act as a culture champion, regionally and functionally, working with leaders/managers to drive high engagement levels.
• Support people managers and employees, including regular check-in meetings with people managers in critical roles and assisting with complex activities.
• Advise people managers on nuanced employee needs, including regulatory requirements.
• Continuously innovate and optimize processes and products, driving seamless service delivery for employees and managers, including creating local or regional policies with necessary COEs.
• Partner with employee relations to address employee grievances, performance cases, workplace disputes, compliance issues, and sensitive matters.

To be successful:

• Excellent interpersonal, facilitation, communication, presentation, and negotiation skills
• Ability to form relationships with the business as a known, trusted advisor
• Ability to manage own time and workload, juggling conflicting priorities
• Knowledge of HR programs and processes (e.g., performance management, talent reviews, compensation reviews)
• Ability to work effectively under pressure in a fast-paced environment
• Confidence in handling ambiguous and fluid situations
• Use data to draw insights and create a targeted, self-driven action plan to support talent strategy
• Good understanding of cultural and geographical differences and practices
• Knowledge of local legislation and policy interpretation to ensure compliance

Minimum Experience: 5-8 years' direct client-facing HR generalist or HR Business Partner experience with US/EMEA/APAC employees and managers.

Preference: HR certification (PHR, CaPHR, CIPD, etc.)

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