Job Description

Role: HR Business Partner

Band: B3 || Location: Mexico City 

Work arrangement: Hybrid, with a minimum of three days per week in the office 

Role Purpose

 The HR Business Partner will serve as a strategic partner to business leaders, providing comprehensive HR support across the employee lifecycle. The role is responsible for developing and executing targeted people strategies, HR interventions, talent programs, employee relations practices, and organizational initiatives aligned with business priorities. The HRBP will also ensure the effective execution of corporate HR processes and compliance with Mexican labor legislation, local regulatory requirements, company policies, and applicable labor standards.

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Key Responsibilities-

Business Partnership and HR Strategy

• Partner with business leaders and account heads to understand business priorities and translate them into effective people strategies.

• Provide HR guidance for organizational changes, business transitions, workforce planning, restructuring, talent optimization, and cost-management initiatives.

• Lead or support HR projects aligned with business growth, operational effectiveness, and employee experience. Act as a trusted advisor to leaders, managers, and employees, balancing business needs with legal compliance and fair people practices.

Employee Relations and Mexican Labor Law

• Provide HR guidance on Mexican labor law and employee relations matters. Support disciplinary actions, workplace investigations, performance-related cases, and legal matters in accordance with company policies and Mexican legislation.

• Partner with internal and external legal counsel on labor claims, settlement discussions, conciliation processes, and other employment-related cases when required.

• Ensure compliance with the Federal Labor Law, applicable local regulations, internal policies, and relevant Mexican Official Standards, including NOM requirements related to the workplace.

• Drive employee engagement through regular employee connects, skip-level meetings, top-talent discussions, leadership sessions, and employee listening activities.

Talent and Career Management

• Support talent reviews, succession planning, performance management, career development, and internal mobility processes. Increase employee and manager awareness of career paths, development opportunities, and available learning resources.

• Coordinate the execution of central and local talent management processes, ensuring appropriate coverage, completion, tracking, and follow-up.

• Support the identification and development of critical and high-potential talent. Partner with managers to address capability gaps and develop appropriate improvement or development plans.

Attrition and Retention Management

• Proactively engage with employees and managers to identify retention risks and address workplace concerns. Conduct retention and attrition-reversal discussions, particularly for critical talent and business-sensitive positions. • Analyze attrition drivers and recommend targeted retention initiatives.

Compliance, Governance, and Metrics 

• Monitor and report key HR and compliance indicators, including attrition, absenteeism, performance cases, disciplinary actions, separations, engagement, policy adherence, training completion, and legal cases.

• Ensure HR processes comply with corporate standards, internal controls, labor regulations, and audit requirements. Support compliance with applicable Mexican workplace standards and local NOMs, including relevant requirements related to psychosocial risk, occupational health and safety, remote work, and workplace conditions.

• Manage escalations involving ethics, harassment prevention, employee grievances, non-compliance, and other sensitive workplace matters.  

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Key Competencies

• Strong business-partnering capability, with the ability to influence and advise business leaders. Excellent communication, active listening, and interpersonal skills.

• Ability to establish trusted relationships with employees, managers, business leaders, and cross functional stakeholders. Sound judgment and the ability to handle confidential, sensitive, and complex employee matters.

• Strong analytical skills, attention to detail, and follow-through. Strong problem-solving, conflict resolution, negotiation, and decision-making skills. 

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Required Qualifications

• Bachelor’s degree in human resources, Business Administration, Psychology, Labor Relations, Law, or a related field. Postgraduate degree or specialization is preferred.

• Relevant experience as an HR Business Partner, preferably supporting complex accounts or business operations. 

• Previous HR experience within IT services, technology, IT consulting, professional services, or a similar client-driven business environment is preferred.

• Strong working knowledge of Mexican labor law and experience managing:

• Employee separations o Disciplinary actions 
• Performance and conduct cases
• Workplace investigations o Labor or legal cases
• Compliance metrics and audits 
• Local NOM requirements 

• Proficiency in HR information systems, Microsoft Office tools, reporting platforms, collaboration applications, and AI-enabled HR tools.

• Professional proficiency in Spanish and English