HR Manager
Thomson ReutersThomson Reuters is a global company that informs the way forward by bringing together the trusted content and technology that people and organizations need to make the right decisions. The company serves professionals across legal, tax, accounting, compliance, government and media.
About the Role:
The Human Resource Manager is a part of the Customer Segments HR team and is aligned to support the Tax & Accounting Professional organization and the Commercial Excellence organization. This role may support other smaller client groups. The Human Resource Manager will be responsible for implementing the North America Regional Team initiatives including a) acting as a trusted advisor and coaching managers, working with them to develop HR solutions to people related business challenges, b) implementing and driving adoption of business specific HR initiatives, practices, and policies and c) driving successful execution of cyclical HR processes.
In addition to the moderately complex HR support provided to the client group, the HR Manager contributes to the enterprise-wide HR functional agenda through wider Business Unit and projects which may include collaborating or mentoring other North America and Global Regional team members.
Responsibilities:
Act as a trusted advisor and coach to managers, working with them to develop HR solutions to people related business challenges, leveraging other partners in HR where needed.
In line with designated client group’s business demands and needs, the HR Manager leads in addressing moderate to complex employee relations issues, performance issues, and supporting cyclical HR processes.
Establish strong relationships and communication channels with key business managers, proactively understand customer needs and prioritize workload accordingly in line with HRBP, Business, and North America Regional HR Team.
Leverage data and analytics to monitor trends, ensuring appropriate level of quality control and implementation of improvements. Bring forward solutions or recommendations to Regional HR Leadership, HRBPs, or business manager that could have an impact on business performance or support organizational effectiveness/efficiency or drive change.
Provide effective consultation when working with managers, employees, and key stakeholders to independently identify and proactively work to resolve problems that are not well defined and use interpretive thinking and judgment to identify and deliver the best solution for the business and HR. Utilizing the advice and services of broader COE and global HR relationship networks where required.
Implement and embed Thomson Reuters, North America Regional HR, and business specific HR projects and initiatives for designated client group(s):
Coach and counsel managers on overall performance management and addressing performance concerns. Educate, promote, and help to ensure adoption of consistent practices, tools and resources for both union and non-union employee populations.
Implement BU specific projects with client group in line with overall project plan (i.e. organizational restructures, job changes, and potential RIFs).
Provide regular communication and education as needed to key stakeholders on both local and global HR processes. laws, tools, practices and policies to managers.
Seek opportunities to act as a change champion and influence business stakeholders to embed key change initiatives within client group (e.g. role modeling the Company Values). This includes the promotion of new business engagement processes such as leveraging Workday Case Management.
Communicate, educate, and promote the HR model to client groups so they are clear on who to go to for what HR support, including promotion of leveraging Workday Case Management.
Drive successful execution of HR cyclical processes (Compensation, Payroll, Benefits, Performance Management, and Talent) across client group by:
Partnering with centers of expertise to understand objectives of process and overall timelines and key messages.
Where relevant, contributing to the overall development of the cyclical process implementation and communications plan for the business unit or client group
Reinforcing timeline and centralized resources available to people managers
Preparing for and assist in facilitating meetings with groups of managers where these are required to review and discuss input from individual managers and ensure a consistent and aligned outcome (e.g. PAWs, Talent Reviews)
Complete data-audits as required to support cyclical processes
In addition to providing moderately complex HR support to the client group, the HR Manager contributes to the wider HR functional agenda through:
Adoption and leveraging Company tools and resources that support activities of working smarter including leveraging AI tools and applications to ensure compliance, improved efficiencies, and HR’s evolution of new technology technologies.
Mentor and collaborate with other Regional HR team members
Contributing to large scale or global and enterprise projects
Driving towards improved customer excellence
About You:
Solid knowledge of a broad range of HR policies and processes impacting the employee life cycle with the ability to demonstrate strategic HR thinking.
Previous experience supporting Sales organizations or related Go to Market team is highly desired
Broad knowledge of and demonstrated experience with US laws including federal and state laws/regulations, including but not limited to Title VII, ADA, ADEA and FMLA
Understands the “Agility” operating philosophy of ways of working and experience in managing change, including experience with leverage AI for new ways of working
Understanding of HR concepts and theories and experience of application in several different contexts and environments
Experience with employee relations and performance management coaching
Strong understanding of different roles within the HR function and how the different groups work together to deliver high-quality customer experience
Solid presentation skills, research & analysis, and business writing experience
Solid organizational and analytical skills the ability to provide effective project management
3-5 years of HR experience preferred, preferably in a large global organization
Bachelor’s or Master’s Degree preferred. PHR or SHRM-CP a plus.
Behaviors
Values and Behaviors - demonstrates the Company Values that include Obsess over our Customers, Compete to Win, Challenge (y)our Thinking, Act Fast Learn Fast, and Stronger Together
Learning Agility - Learns quickly when facing new problems, a relentless and versatile learner, and open to change; analyzes both successes and failures for clues to improvement, experiments and will try anything to find solutions, enjoys the challenge of unfamiliar tasks, quickly grasps the essence and the underlying structure of anything.
Customer Focus - Is dedicated to meeting the expectations and requirements of internal and external customers, gets first- hand customer information and uses it for improvements in products and services, acts with customers in mind, establishes and maintains effective relationships with customers and gains their trust and respect.
Interpersonal and Relationship Savvy - Relates well to all kinds of people, up, down, and sideways, inside and outside the organization, builds appropriate rapport, builds constructive and effective relationships, uses diplomacy and tact, can diffuse even high-tension situations comfortably.
Problem Solving - Uses rigorous logic and methods to solve difficult problems with effective solutions, probes all fruitful sources for answers, can see hidden problems, is excellent at honest analysis, looks beyond the obvious and doesn't stop at the first answers.
Dealing with Ambiguity - Can effectively cope with change, can shift gears comfortably, can decide and act without having the total picture, isn't upset when things are up in the air, doesn't have to finish things before moving on, can comfortably handle risk and uncertainty.
Organizational Agility - Knowledgeable about how organizations work, knows how to get things done both through formal channels and the informal network, understands the origin and reasoning behind key policies, practices, and procedures, understands the cultures of organizations.
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What’s in it For You?
Hybrid Work Model: We’ve adopted a flexible hybrid working environment (2-3 days a week in the office depending on the role) for our office-based roles while delivering a seamless experience that is digitally and physically connected.
Flexibility & Work-Life Balance: Flex My Way is a set of supportive workplace policies designed to help manage personal and professional responsibilities, whether caring for family, giving back to the community, or finding time to refresh and reset. This builds upon our flexible work arrangements, including work from anywhere for up to 8 weeks per year, empowering employees to achieve a better work-life balance.
Career Development and Growth: By fostering a culture of continuous learning and skill development, we prepare our talent to tackle tomorrow’s challenges and deliver real-world solutions. Our Grow My Way programming and skills-first approach ensures you have the tools and knowledge to grow, lead, and thrive in an AI-enabled future.
Industry Competitive Benefits: We offer comprehensive benefit plans to include flexible vacation, two company-wide Mental Health Days off, access to the Headspace app, retirement savings, tuition reimbursement, employee incentive programs, and resources for mental, physical, and financial wellbeing.
Culture: Globally recognized, award-winning reputation for inclusion and belonging, flexibility, work-life balance, and more. We live by our values: Obsess over our Customers, Compete to Win, Challenge (Y)our Thinking, Act Fast / Learn Fast, and Stronger Together.
Social Impact: Make an impact in your community with our Social Impact Institute. We offer employees two paid volunteer days off annually and opportunities to get involved with pro-bono consulting projects and Environmental, Social, and Governance (ESG) initiatives.
Making a Real-World Impact: We are one of the few companies globally that helps its customers pursue justice, truth, and transparency. Together, with the professionals and institutions we serve, we help uphold the rule of law, turn the wheels of commerce, catch bad actors, report the facts, and provide trusted, unbiased information to people all over the world.
About Us
Thomson Reuters informs the way forward by bringing together the trusted content and technology that people and organizations need to make the right decisions. We serve professionals across legal, tax, accounting, compliance, government, and media. Our products combine highly specialized software and insights to empower professionals with the data, intelligence, and solutions needed to make informed decisions, and to help institutions in their pursuit of justice, truth, and transparency. Reuters, part of Thomson Reuters, is a world leading provider of trusted journalism and news.
As a global business, we rely on the unique backgrounds, perspectives, and experiences of all employees to deliver on our business goals. To ensure we can do that, we seek talented, qualified employees in all our operations around the world regardless of race, color, sex/gender, including pregnancy, gender identity and expression, national origin, religion, sexual orientation, disability, age, marital status, citizen status, veteran status, or any other protected classification under applicable law. Thomson Reuters is proud to be an Equal Employment Opportunity Employer providing a drug-free workplace.
Thomson Reuters makes reasonable accommodations for applicants with disabilities, including veterans with disabilities, and for sincerely held religious beliefs in accordance with applicable law. If you reside in the United States and require an accommodation in the recruiting process, you may contact our Human Resources Department at HR.Leave-Expert@thomsonreuters.com. Disability accommodations in the recruiting process may include things like a sign language interpreter, making interview rooms accessible, providing assistive technology, or other relevant accommodations. Please note this email is not intended for general recruitment questions and we will promptly respond to inquiries regarding accommodations. More information on requesting an accommodation here.
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