Find & Apply For Human Resources Manager Jobs in Kingston, Wisconsin

About Digicel

Digicel is a leading digital connectivity and communications provider, delivering modern wireless and fibre networks across 25 markets in the Caribbean, Central and South America. Serving nine million customers through mobile, home, and business solutions, we play a critical role in enabling economic participation and digital inclusion in the region. Our commitment to strong governance, inclusive access, and long-term value creation is embedded in how we operate every day. Backed by our DIGI values - Diversity, Integrity, Growth, and Innovation - our 5,000 employees are focused on driving impact for the customers, communities, and countries we serve. Visit www.digicelgroup.com for more.

Primary objective of the job:

The Group HR Business Partner serves as the primary strategic liaison between business leaders and Human Resources Centers of Excellence (COEs), ensuring that people strategies, programs, and initiatives are aligned with business priorities and deliver measurable organizational outcomes. The role partners closely with leaders to understand workforce challenges, identify talent and organizational needs, provide people insights, and facilitate the delivery of HR solutions through specialist HR teams. The incumbent acts as a trusted advisor to leadership, enabling business performance through effective workforce planning, organizational effectiveness, talent discussions, employee relations management, and change leadership. As a senior leader and business partner, this role is critical in shaping the employee experience for Digicel Group employees

Main Duties and Responsibilities:

• Help the business achieve its results through its people Actively support the CEO/business leader in having the right people performing at the right level
• Build a high-performing workforce through effective talent acquisition, talent management, succession planning, and employee development practices
• Ensuring underperformance is addressed quickly, PIPs are consistently implemented, monitored and fairly administered
• People decisions support the execution of business Make HR work for the business without disruption Ensure people related matters are executed properly and on time; offers, contracts, recruitment, visas, work permits, compensation matters, employee relations, etc

Ensure compliance with labor legislation, industrial relations frameworks, and HR governance requirements across assigned markets Drive Organizational effectiveness and productivity Continuously partner with business leaders to review org structure to ensure the business has the right structure, capabilities, headcount and cost to deliver the business plan

Partner with business leaders to align people strategies with organizational goals and operational priorities Drive our culture and North Star Drive employee engagement, culture, and organizational effectiveness through the implementation of people-focused initiatives Strategic Partnership Partner with business leaders to understand strategic priorities and workforce requirements

Translate business needs into actionable people solutions in collaboration with HR COE teams

Serve as a trusted advisor on organizational design, workforce planning, talent risks, and leadership effectiveness

Challenge and influence leaders on people-related decisions to improve business outcomes Customer Focus Understands the needs of employees, leaders, markets, and functions

Connects HR decisions to customer and business outcomes

Anticipates needs and addresses issues early

Delivers practical, timely, market/function-relevant solutions

Seeks feedback and follows through on commitments Talent & Organizational Effectiveness Facilitate talent review, succession planning, and workforce planning discussions with business leaders

Identify organizational capability gaps and partner with Learning and Talent teams to address development needs

Support leadership teams in building high-performing and engaged teams

Drive initiatives that strengthen organizational capability and employee experience Employee & Industrial Relations Provide guidance and support to leaders on employee relations matters, policy interpretation, and workforce issues

Partner with Industrial Relations specialists and business leaders to address complex people matters

Ensure compliance with labor legislation, company policies, and governance requirements

Support leaders in managing organizational changes and workforce transitions Workforce Analytics & Insights Analyze and interpret workforce data to identify trends, risks, and opportunities

Use people metrics to influence decision-making and workforce planning

Translates data into clear insights, recommendations and actions regarding turnover, retention, productivity, engagement, and workforce effectiveness

Monitor workforce health indicators, recommend appropriate interventions and anticipates future workforce and capability needs

Connects people insights to business and financial priorities

Measures outcomes and adjusts plans based on evidence Change & Transformation Support business transformation initiatives through effective change management practices

Assess organizational readiness and identify people-related risks and mitigation strategies

Facilitate leadership alignment and employee engagement during periods of change

Champion a culture of continuous improvement and accountability Tech & Digital Integration Uses technology and AI to improve HR delivery and employee experience

Simplifies and automates processes where appropriate

Communicates effectively across digital platforms, functions, and markets

Academic Qualifications and Experience Required:

Bachelor's Degree in Human Resources, Business Administration, Management, Psychology, or a related discipline

Master's Degree or professional HR certification preferred

Minimum of 8 years' experience in Human Resources, including significant experience in an HR Business Partner or strategic HR leadership role

Proven experience partnering with senior leaders in a complex, multi-country environment

Experience supporting organizational transformation, talent discussions, workforce planning, and change management initiatives

Strong understanding of employee relations, industrial relations, and employment legislation

Experience working within matrix organizations and partnering with specialist HR functions

Knowledge of Human Capital Management systems and people analytics tools

Functional Skills:

Strategic Business Partnership

Workforce Planning

Organizational Design & Effectiveness

Change Management

Succession Planning

Talent Review Facilitation

Leadership Coaching

Stakeholder Management

Project & Program Management

Communication & Presentation Skills

DISCLAIMER

This job description indicates the general nature and level of work expected of the incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the incumbent. Incumbent may, and probably will be asked to perform other duties as required. Each employee, regardless of classification, is required to maintain a safe, orderly and clean workplace, using safety precautions and observing safety rules at all times.