Vice President, People Partnering, Global Occupier Services (GOS)

Job Title

Vice President, People Partnering, Global Occupier Services (GOS)

Job Description Summary

This role will provide high level strategic and hands-on support to the Global Occupier Services business unit, partnering with global leadership to drive people initiatives that support growth, provide best in class service to our clients and optimize our operating model in support of our business objectives. The Global VP, People Partnering will lead the high performing team responsible for implementing our people strategies for this fast-growing organization of 9,000 employees across 40+ countries worldwide. As a leader of a team of People professionals, this role will direct the People Partnering activities across our regions and around the globe, to deliver results.

GOS is a people business and as such, the VP of People Partnering will possess a deep understanding of the Occupier Business and will leverage that understanding to develop and partner in the execution of people strategy for our global occupier organization and in line with C&W’s overall people strategy. Specifically, this role will be accountable for global workforce management, talent management, transformation / change management, organizational and performance management, succession planning, learning and development, and compensation. This HR leader will provide strategic direction by articulating HR needs and plans to the Cushman & Wakefield People Executive Committee and the GOS Executive Committee. This role will serve as a member of the GOS Executive Committee and is considered a key leader within the GOS organization.

Supported by a team of direct and indirect reports, this role will partner with leadership, including Cushman & Wakefield HR Centers of Excellence to design and implement people initiatives to drive operating model optimization and align people and business outcomes.

This high EQ leader will be a strong leader will be required to lean into their ability to motivate and inspire others to achieve results.

Job Description

People Partner Responsibilities Include:

Strategy

• Develop a deep understanding of GOS business strategy.
• Understand local and regional implications of the GOS business and its people strategy in all the markets in which we deliver services to our clients. Develop HR strategic plan to support the achievement of the overall business operations objectives.
• Establish and implement HR efforts that effectively communicate and support the GOS’s mission and strategic vision.
• Partner with GOS CEO to align workforce to organizational culture – holding people, programs, and processes accountable.
• Identify future trends, opportunities, and disruptions to the business, and shift the people strategy to seize opportunities and mitigate risks particularly around Skilled Trades.
• Work with business stakeholders to create talent profiles and pools for new roles that will be crucial for future growth.
• Play an advisory role in helping the organization to sharpen its structure to respond to and support growth including changes to service and product offerings.
• Function as a strategic business advisor to the Executive Committee regarding key organizational and management issues.
  
  

Business Growth

• Flawlessly lead the deployment of new business models and business structures that drive differentiation and competitiveness in the marketplace.
• Participate in client facing sales activities and bring our talent and our talent practices to life.
• Partner with Global Delivery COO to evolve our talent strategy to support both net new and organic growth.
• Contribute to the commercial and solution design process, with labor and people strategy as the cornerstone.
• Act as subject matter expert for people practice around transition and transformation activities at an account level.
• Use data and fact-based analysis to anticipate talent needs and provide insights to the business for competitive decision making.
• Assess external trends that are enduring and require major shifts, distinguishing these from ephemeral trends, and avoiding change for its own sake.
• Serve as a convenor of responses to external trends by anticipating when external issues will affect the organization and its workforce, raising them to the Executive Committee’s attention and recommending the next action to take.
• Serve as champion for HR as a service to our clients, new and existing.
  
  

Execution

• Push qualified talent forward, bring visibility and transparency of talent throughout the organization to key leaders.
• Link expertise in compensation to understanding of business strategy, translating it into a performance management and rewards system that creates business value for shareholders and enables retention of key talent.
• Drive key annual HR processes globally ensuring these processes are aligned with the regional and local HR practices and policies, and that messaging is consistent.
• Challenge current/traditional ways of thinking and define innovative ways of working to best serve clients and employee needs as we continue our transformation.
• Provide HR Business Partner support in diagnosing issues and opportunities within their teams and driving to implementation and resolution.
• Mentor and develop the already existing, high performing HR team. Drive career development for this team and ensure minimal attrition of key talent.
  
  

Leadership & Partnering

• Deliver an exceptional quality of service to the leadership team, as reflected by stakeholder feedback.
• Steward our DEI initiatives and strategy in partnership with C&W DEI.
• Serve as trusted advisor to GOS Exec Committee with respect to key people issues and initiatives.
• Promote ‘One People Team’ culture throughout the organization; act as a highly visible role model to motivate exceptional performance and teamwork across the organization.
• Partner with Centers of Excellence to (1) develop comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals, (2) develop and implement comprehensive compensation and benefits plans that are competitive and cost-effective, (3) ensure talent acquisition, career development, succession planning, retention, training, leadership development and compensation strategies that align with business objectives.
• Lead by creating strong relationships and trust, innovative People practices, and inspiring teams and leaders towards outstanding people outcomes.
• Liaise and develop relationships with organization counterparts in communications and change management.
• Inspire and promote a positive and accountable work environment for the GOS HR team and all employees within the GOS business.
  
  

Preferred Experience & Traits:

• Bachelor’s degree; advanced degree in HR or business related field preferred, but not required 10+ years’ experience in a client-focused HR/People Business Partner role and/or specialty area (e.g., talent acquisition, talent management, total rewards)
• Strong business mindset with a talent/HR skillset to drive the successful implementation of profitable growth.
• Clear understanding of and experience within the Occupier business.
• Experience with transfer of employees, particularly in multinational organizations
• Credible experience leading high performing teams.
• Significant client facing experience.
• Experience and knowledge of global operating complexities.
• Commercial understanding of the Occupier Services business.
• Ability to build partnerships at all levels of the organization.
• Strong analytical skills. Solid financial skills. Experience working in a fast-paced metrics-driven organization is preferred.
• Experience working in a matrixed environment preferred.
• Project Management skills; ability to drive results in a collaborative way.
• Ability to balance global initiatives, thought leadership and consistency with local relevance and practical implementation.
• Ability to operate at an executive level with business leaders and weigh in on talent implications across a variety of approaches.
• Confidence in coaching and influencing senior management.
  
  

Cushman & Wakefield provides equal employment opportunity. Discrimination of any type will not be tolerated. Cushman & Wakefield is an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability, protected veteran status or any other characteristic protected by state, federal, or local law.

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