Sr. Manager People Partnering

talabat is part of the Delivery Hero Group, the world’s pioneering local delivery platform, our mission is to deliver an amazing experience—fast, easy, and to your door. We operate in over 70+ countries worldwide. Headquartered in Berlin, Germany. Delivery Hero has been listed on the Frankfurt Stock Exchange since 2017 and is part of the MDAX stock market index.

Role Summary

As a Sr Manager People & Culture business partner, this role is about partnering closely with our stakeholders and supporting their organizational needs. This role has aspects to it that are operational and other parts that are creative - you never know what new initiatives you may be working on next quarter! We’re really looking for someone that is flexible, creative and resourceful – there is so much to do and you’ll have the autonomy to make things happen. The role entails partnering with COO - 1 leaders across 5 key regional functions to drive quarterly initiatives whilst partnering with our People Team and COEs to support our stakeholders with P&C initiatives. 

What’s On Your Plate?

• Scope 

  
  

  • You’ll be partnering with the COO org, responsible for our regional functions; Sales, Logistics, Food Services, CX/ Ops excellence and marketing.. As the Sr. Manager People partnering you will partner the C-1 / head of functions in their end to end people experiences through your strong business acumen and data driven mindset. 

    
    

• Data Driven Mindset

  
  

  • In your role you’re expected to monitor health metrics across the function you’re supporting through working closely with the head of function and their leadership team.

    
    

    • Function Health.  Monitoring functional-level health through tools like peakon, power bi and tableau and working closely with the leaders to identify risk areas and propose solutions - evaluating mindset, culture, performance and environment as a whole in each market.

      
      

    • Environment Health 

      
      

      • Acquisition/Retention. Monitoring acquisition and retention metrics, performing root cause analysis, storytelling through data and co-creating solutions to solve retention in your area. 

        
        

      • Compensation Health. Monitoring function and market dynamics and impact on talent. When needed working with Leads and Rewards to build business cases for pay band and/or benefits redesign. 

        
        

    • Mindset/Culture. Working closely with the function leads ensuring our business leaders embody the values of the organization and it is embedded in their ways of working - hiring, performance, etc. 

      
      

• Experience 

  
  

  • Experience Optimization. Responsible for identifying gaps is experience and collaborating with stakeholders or People & Culture teams to bridge the gap. 

    
    

  • Change Management. ​​Manages the transformation by developing change management strategies with the head of function in collaboration with management. Knows how to build a change both top down and bottom up and owns the change topics on the business area level. Is a leader, influencing others in continuous improvement. Is mentoring other People Partners in change management practices. 

    
    

  • Identifying Talent Gaps. Understands the various business areas organizational design and business needs. Can foresee long-term talent shortages and works closely with leaders to identify critical hiring needs, to design the hiring plan in alignment with business priorities and budget.

    
    

  • Growth & Development 

    
    

    • Talent Development. Working with Talent Development on Leadership Development Plan and Succession Planning.  

      
      

    • Coach/Mentor. A coach and mentor for HOF and HOF-1’s through your deep understanding of stakeholder challenges

      
      

    • Performance Management. Working with stakeholders in designing MYR and EYR in alignment DH/talabat guidelines and stakeholder needs. 

      
      

• Business Acumen

  
  

  • Understand the function vision, OKRs and collaborates with HOF and the HOF-1 to design and drive People & Culture OKRs in alignment with the country objectives.

    
    

What Did We Order?

• Bachelor's degree 

  
  

• Naturally organized and likes to plan ahead

  
  

• High levels of ownership, passion & drive to deliver strategic initiatives 

  
  

• Collaborative & empowering working style 

  
  

• Challenge the status quo

  
  

• Strong team player, with ability to take initiative and operate independently 

  
  

• Able to manage ambiguity and multiple priorities.

  
  

• Experience in working in international and complex organizations.