People Manager

The People Manager will play a critical role in driving key initiatives for the Americas at Russell Reynolds. The person will report to the Director, People – Americas and will partner closely with the global delivery People team to handle many aspects of the People agenda including employee relations and day-to-day transacting and talent management. This role will have a specific requirement to act as the expert and lead on all matters related to the management of a large employee population in the Americas. The role with therefore partner closely with the senior key stakeholders such as Hub Leaders, Finance, department heads and Legal. This role is a member of the global People team and underpinning their work will be their commitment to diversity, equity, and inclusion.

Key responsibilities include, but are not limited to:

Business Partnering

▪ Act as a business partner and internal expert on all matters related to human capital to stakeholders across the Americas

▪ Provide insight and data on people issues to the stakeholders through regular reporting and data analysis;

▪ Assist the People Director and the People team with international projects; and Employee Relations

▪ Lead and liaise with various employee relations issues such as disciplinary, leave of absence, conflict

management.

▪ Partner with Legal and People Operations team to ensure compliance with legal and administrative

requirements

▪ Conduct exit interviews and use information to address retention themes

Performance and Talent Management

▪ Drive the mid-year and year-end reviews through administration of the appraisal process;

▪ Anticipate issues and follow up on appraisals, flagging performance issues to the People Director and relevant key stakeholders;

▪ Coach Managers and Leaders on providing quality feedback on an ongoing basis; work to create a culture of rich feedback.

▪ Lead talent review discussions including identification of succession plan for critical roles.

▪ Advise and support stakeholders in any performance management issues and retention of employees

▪ Provide support in the exit process

Compensation and Benefits

▪ Drive the annual bonus allocation process by ensuring all involved understand the process including the

decision makers and decision-making points.

▪ Work with the Benefits team to ensure employment benefits are effective and delivered as per employment contracts and contract variations.

Policies and Procedures

▪ Partner with local office to ensure compliance with relevant employment and Health & Safety legislation and recommend corrective actions where required;

▪ Ensure groups in dedicated countries are aware of changes to HR policies and procedures;

Immigration and Visa

▪ Partner with the People Operations team and liaise with external immigration lawyers to support any

immigration matters affecting RRA employees; and

▪ Work with the Benefits teams to support any international transfers of current employees

Internal Recruiting

▪ Partners with third-party agencies, our internal talent acquisition team as well as leaders on the hiring process to ensure the best candidates are sourced and presented for final selection.

▪ Provide the right level and amount of information to help Leaders make the best decision on internal

recruitment; and

▪ With support from the People Operations team, ensure agreements within the contracts are carried out.

Compensation

The compensation available for the role considers a variety of factors including, but not limited to, work location, individual skill set, previous/applicable experience, and other business needs. The estimated salary range for individuals who work in New York City is $115,000 to $130,000. This salary range represents RRA’s good faith and reasonable estimate of the possible base salary range at the time of posting and is one part of the total rewards RRA provides to employees.