Canela Media is the fastest-growing Latina-founded media and entertainment company in the United States and Latin America with OTT properties including Canela.TV, Canela Music and Canela Kids. The company is a true start-up, founded in 2019 and backed by the most reputable investment groups in the world.

Job Overview:

As a Senior HR Business Partner specializing in Organization Development & Planning, you will play a critical role in aligning HR strategies with our business objectives and priorities. You will collaborate closely with senior leadership to identify opportunities for organizational growth, develop talent management strategies, and drive operational excellence in HR processes.

• Collaborating closely across our teams, you’ll design programs that enhance a culture of continuous feedback, enable leaders with actionable insights, and foster continuous growth and development. This is your chance to influence our direction and contribute to our future. This role is a unique blend of strategy and execution, perfect for someone who thrives on making tangible contributions and steering our company toward a bright future.
• The desire and ability to be an influential and credible senior HR leader within the team, including setting the tone, agenda, and direction of the HR team and providing the necessary support, follow up, and leadership to ensure the team achieves desired results
• Establishes and maintains an intimate understanding of the client organizations and the business, in the interest of building effective and productive working relationships with internal partners and clients, at all levels of the organization.
• Provide strategic HR leadership and consultation focused on creating innovative HR strategies to anticipate and assess emerging business, organization or people trends and identify and implement the appropriate Human Resource / Diversity & Inclusion solutions.
• Coach business leaders on HR policies and processes, including talent planning, learning and development, and performance management to promote engagement and a culture of continuous growth and development.
• Plans and facilitates work sessions to develop business strategies (i.e. vision, mission, value, objectives) that help support organizational focus, efficiency, speed, and business results.

Key Responsibilities:

Strategic HR Planning:

• Champion and promote HR initiatives across the company
• Collaborate with VP of HR to align HR strategies with business objectives and act as a strategic HR business partner to all areas of the organization.
• Support global projects and initiatives in collaboration with international teams (México, USA, LATAM)
• Monitor key people indicators (performance, engagement, turnover, absenteeism) to help strengthen retention
• Understand department-specific needs and align HR strategies accordingly.
• Utilize engagement data to identify opportunities and design targeted people initiatives, driving strategic action planning within business units.
• Stay ahead of the curve by keeping up with industry trends and best practices, elevating our HR programs and processes to new heights.
• Monitor and report on HR metrics related to the department.

Organizational Development:

• Optimize organizational design for scalability, leading initiatives that ensure our structure and workforce planning are agile and prepared to meet current and future challenges.
• Develop and implement key HR metrics and analytics dashboards to enable decision-making, regularly delivering actionable insights to leadership.
• Partner with the department leaders to create strong people strategies, build their organization and ensure all people's decisions (such as workforce planning, recruiting, and succession planning) are based on data and analytics.
• Assesses organizational performance systemically, defining talent gaps and proposing HR solutions that support client strategic objectives.
• Uses understanding of individual and organizational dynamics to facilitate talent movement into and throughout the organization.

Talent Management & Development:

• Champion talent management initiatives that inspire and cultivate employee growth, focusing on recruitment, development, and retention. Spearhead efforts in talent review, career pathways (succession planning), and promoting internal mobility to build a dynamic and empowered workforce.
• Handle employee relations issues including coaching managers on how to write reviews and provide constructive feedback, advisement of employee leaves and accommodations, and more nuanced issues ensuring compliance with legal requirements and fostering a positive work environment along with the guidance of HR leadership.
• Coach leaders & managers to better lead their teams, providing feedback and advice when needed.
• Conduct exit interviews and compile associated data; identify trends and suggest potential mitigations and identify attrition risks.

HR Operations:

• Be the go-to HR expert, providing guidance and support to managers on all HR-related matters.
• Provide a wide range of support of the employee life cycle from onboarding to job changes/promotions, performance management, and other HR core processes
• Utilize HRIS data to inform manangers of employee trends within their departments improve engagement and manager capability.
• Address attendance, attrition, and staffing trends to optimize workforce planning.
• Assist in planning, developing, writing, and maintaining procedural documents, instructions, and guides for new or modified HR processes.
• Consult with managers on HR policies.
• Identify gaps in policies and services and recommend process improvements.
• Roll out new policies and ensure business understanding and adoption.
• Collaborate with senior leaders to recommend exceptions to policies as needed.

Qualifications:

• Bachelor’s degree with 7+ years of experience in the Human Resources function with 5+ years as an HR Business Partner.
• Experience in the Media/Digital industry, Global Experience a plus
• Experience and continued desire to work in a startup environment – self-motivated and driven to produce change.
• Proven expertise in organizational design, performance management, and workforce planning, with a strong ability to lead change and scalability initiatives.
• Solid background in managing complex employee relations issues and implementing change management principles, ensuring legal compliance, and fostering a positive work environment.

Soft Skills:

• Ability to provide verbal and written communications clearly, succinctly and persuasively.
• Strong strategic thinking, innovative mindset, critical thinking, and problem-solving abilities.
• Advanced English proficiency
• Fast learner, proactive and agile to adapt in a fast-changing environment
• Self-starter who enjoys identifying problems, researching options, and recommending solutions.
• Strong analytical and data-driven decision-making skills, with experience in HR metrics, analytics dashboards, and utilizing engagement data for strategic action planning with high attention to detail.
• Ability to grasp and project the organization's brand, values, and vision in HR policies and processes.
• Ability to position self as credible (garners respect, acts with integrity, keeps commitments); proactive (has a point of view, challenges assumptions, takes initiative); and a trusted thought partner (builds relationships, delivers results).