The L&D Business Partner plays a key role in driving Learning & Development initiatives across assigned departments, fostering a collaborative and service-oriented relationship with People Business Partners (PBPs), their primary internal stakeholders. This position requires taking full ownership of the Performance Management function company-wide, ensuring its effective design and execution to align with organizational goals. Additionally, the L&D Business Partner will act as a versatile generalist, delivering tailored L&D solutions to support PBPs in addressing the specific needs of their respective departments while championing strategies that enhance overall organizational growth.
Key Objectives:
Act as the expert in Performance Management within the L&D function, ensuring consistent and effective processes across the organization.
Provide dedicated, hands-on L&D support to PBPs and their assigned departments, becoming their key partner for all L&D-related tasks.
Ensure seamless delivery of onboarding, training, performance management, and development programs, with accountability for implementation and results.
General Accountabilities
A. L&D Support for People Business Partners (PBPs)
Primary Client Relationship: PBPs are your main internal clients. They will not execute any L&D tasks themselves; that is the L&D Business Partner’s responsibility. All L&D initiatives for their departments must be coordinated and aligned with them beforehand.
Alignment & Communication: Hold regular weekly meetings with PBPs to understand the needs of their departments, provide updates on L&D initiatives, and discuss any necessary changes or escalations.
Action Ownership: Take full ownership of all L&D-related actions for the assigned departments, including planning, execution, and follow-up. Ensure all L&D plans align with PBP expectations and are implemented smoothly.
B. Onboarding
Onboarding Strategy: Work with PBPs and hiring managers to develop tailored, department-specific onboarding plans (following the guidelines established by the L&D Business Partners focused in Onboarding), setting clear goals for new hires during their first 3-5 months.
Pre-Hire Preparation: Ensure that all onboarding materials and processes are ready before a new hire starts. If any blockers arise, escalate them immediately through the appropriate channels.
Execution & Monitoring: Act as the main contact for new hires during their onboarding. Track and measure onboarding progress, making adjustments as needed based on feedback and results.
Ownership: You are fully accountable for ensuring that the onboarding process is executed flawlessly for every new hire in your assigned departments. If there are delays or issues, it’s your responsibility to address or escalate them promptly.
C. Talent Development
Performance Management: Guide the execution of quarterly performance reviews for your departments in collaboration with PBPs, ensuring timely and insightful reporting on performance trends.
Development Plans: Ensure that Individual Development Plans (IDPs) and Performance Improvement Plans (PIPs) are implemented and monitored for eligible contributors, sending monthly reports to PBPs to allow timely actions.
Talent Calibration: Facilitate talent calibration sessions, ensuring fair and consistent evaluations across teams and alignment with PBPs on the results.
D. Content Development and Training
Training Needs: Identify training needs within your assigned PBP and partner with the Training team to create or update learning materials to meet these needs.
Content Creation: Be responsible for designing and updating short and relevant training and onboarding materials (e.g., handbooks, tutorials, e-learning modules) to ensure they remain relevant and useful.
L&D Process Improvement: Continuously improve L&D processes, especially around onboarding and talent development, by collecting feedback from PBPs and contributors and proposing actionable changes.
E. Proactive Escalation & Risk Management
Issue Escalation: If challenges arise in L&D execution (e.g., delays in onboarding, incomplete training plans), escalate these issues in a timely manner to the appropriate hierarchy, ensuring no disruption to team operations.
Risk Management: Proactively identify potential bottlenecks in the L&D processes and collaborate with PBPs to address them before they impact the business.
Core Responsibilities
Talent Development Focal Point:
Performance Management: Take ownership of the Performance Management project, driving the continuous improvement of Trafilea's performance management, talent development, and performance enhancement strategies. You will be primarily responsible for ensuring that key initiatives—such as Performance Reviews, Talent Calibration, Individual Development Plans (IDPs), Performance Improvement Plans (PIPs), and Mentoring & Coaching programs—are thoughtfully designed to align with the company’s needs, effectively implemented, and consistently monitored for impact.
Requirements
Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field.
5+ years of experience in hands-on designing and delivering talent development programs (performance review, talent calibration, IDP, PIP, Mentoring & Coaching), as L&D Sr Specialist, Expert or Lead (mandatory)
Good experience designing onboarding processes
Proven ability to manage multiple priorities, balancing proactive and reactive tasks.
High autonomy, accountability, and proactivity in a remote work environment.
Excellent interpersonal and communication skills, with the ability to partner effectively with PBPs and department leaders.
Project management skills with a proven ability to drive L&D initiatives from start to finish
