Costa Rica HR Manager

Team overview and job responsibilities

We are looking for a HR Manager to join our HR Team. Based in Heredia Costa Rica you will be responsible for Costa Rica and Central America Region.

As a Country HR Head, you will report to General Manager and Regional HR Director, LATAM.

The primary purpose of the position is to partner with the GM and Regional HR and local executive team to design and deliver integrated HR solutions that drive successful execution of business strategies and build the organizational capability required to deliver sustainable business results

Main Responsabilites

• Talent Management: Accountable in identifying with senior leaders the capabilities needed to deliver on the strategic intent of the business. Drive annual Performance and Potential evaluation processes, with solid and robust calibration, and executing all post-calibration action plan (IDP, PIP and Talent Upgrade). Assure company has the right talent, at the right place, at the right time, fully engaged and delivering expected performance. Identify, assess and develop succession planning and have high-potentials and high-performers considered in succession pipeline. Drives with country leadership to foster a culture of performance and accountability; integrating our approach with the performance of the business to individual goal setting, quarterly and annual reviews, PIP, IDP, and rewards.
• Talent Acquisition: identifies the adequate talent attraction sources (internal, external search firms, LinkedIn, etc) to assure we recruit and select the right talent with the best cost x benefit process for the company. Works in partnership with Regional / Group teams to develop professionals on Build the Future, Stem it, Sell it and Sum it Programs. Assures we comply with talent acquisition Service Level Agreements for time to fill perspectives. Drive Onboarding process to all new employees.
• Training and Development: Identifies training needs (Technical or Managerial) and works with country leadership to set priorities to ensure performance of workforce meet current and future organizational needs. Works with Regional / Group People Development team to leverage existing opportunities and best practices.
• Business Partner and Coach: Partners with country leadership to understand business strategy and defines/aligns human resources priorities to ensure achievement of business goals. Acts as trusted adviser and thought partner on operational and strategic business issues. Delivers feedback and coaches executive team as required.
• Workforce planning, Recruiting and OnBoarding: Drives workforce planning efforts in alignment with short and long-term business needs. Accountable for effective execution of the recruiting plan, and the selection candidates from either internal and/or external talent pools. Ensures execution of employee on-boarding. Drive annual Management Plan on headcount planning, either desk and non-desk workers, and mainly on the labor costs – fixed and variable.
• Compensation, Rewards and Benefits administration. Benchmarks (internally and externally) total compensation and reward practices to ensure market driven pay and internal equity to effectively attract, reward and retain our talent. Works with head of Comp Latam / Global to leverage existing opportunities and best practices so that compensation is used as a tool to deliver business results. Drive Annual merit review in the country, and also Sales Management by Objectives to assure goals are correctly fixed to sales teams, aligned to our business plan. Drive Executive MBO in a proper way in the country.
• Organizational Development and Culture: Develops and implements solutions with country leadership on organizational issues including organizational design and structure; organizational effectiveness; cultural assessment and gap analysis. Responsible for change management by developing and implementing strategies and frameworks that impact people programs, culture, organizational process, structure and technology. Compliance-driven culture is part of this role.
• HR Processes, Planning & Implementation: Develops and executes the country HR operating plan. Implements fit-to-purpose processes and systems to ensure the efficient and effective performance of the HR Unit and people related processes applicable to all areas involved. Implements metrics runs reports and analytics to measure value, efficiency and effectiveness of processes. Benchmarks best practices internally and externally and upgrades as needed/when appropriate.
• Employee Communications and Engagement: Responsible for developing an integrated employee communications plan that aligns key elements of performance culture, talent management, individual development and employee engagement. Leverages Global communication tools locally in order to create ownership, drive commitment, and reinforce One Company culture. Assesses organizational climate by obtaining employee input (focus groups, employee surveys, staff meetings) and implements organizational changes as appropriate to drive employee engagement.
• ESG – Environment, Social and Governance – Drives all actions to deliver country ESG Goals, mainly those related to gender balance on recruiting processes.

Who are we looking for?

We are looking for a professional with the following skills and motivations: 

• completed higher education in the field of HR, business or organisation studies;
• 4-10 years' experience as an HR Manager, preferably in an industrial (production) environment at an internationally operating company;
• Leadership and communication skills to create and drive a teamwork;
• Creative mindset, proactive and innovative approach, resilient and taking responsibility;
• Experience of working in a multinational company;
• Fluency in oral and verbal English.

Prysmian , as an Equal Opportunity Employer, aims to attract and recruit individuals with diverse backgrounds, skills, and abilities. We strongly believe that diversity brings significant value at all levels of the organization, increasing the possibility of capturing market opportunities and maximizing value for our customers and stakeholders. With Diversity, Equity, and Inclusion (DE&I) as part of our Social Ambition 2030 and a strategic pillar of our Company culture, Prysmian is committed to the development of an organization that prioritizes talent, where people feel respected, included, and free to fully express their potential just as they are.

All Managers and HRs in Prysmian are responsible for ensuring DE&I policies are respected during the recruiting process, as well as recognizing and mitigating unconscious biases that must not influence our selection processes. All persons will be considered for employment without regard to their race, ethnicity, religion, nationality, origin, citizenship status, socio-economic status, age, sex, gender identity or expression, sexual orientation, marital status, disability, military service or veteran status, pregnancy, parental leave, medical conditions, or any other characteristic protected by applicable federal, state or local laws. Prysmian will endeavor to make a reasonable accommodation for any disclosed physical or neurological condition or disability of a qualified applicant unless the accommodation would impose an undue hardship on the operation of our business.

Visit our DE&I Page to learn more about Prysmian's commitments.

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