L&D Business Partner

Summary

Join us as an L&D Business Partner and play a key role in driving Learning & Development initiatives across departments. You will take full ownership of the company-wide Performance Management function, ensuring effective design and execution aligned with organizational goals. This versatile generalist role requires delivering tailored L&D solutions to support People Business Partners (PBPs) in addressing departmental needs. You will act as the primary client relationship for PBPs, coordinating all L&D initiatives for their departments. Responsibilities include onboarding strategy, talent development (performance management, development plans, talent calibration), content development and training, and proactive escalation and risk management. Success in this role requires strong collaboration, communication, and project management skills.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field
• 5+ years of experience in hands-on designing and delivering talent development programs (performance review, talent calibration, IDP, PIP, Mentoring & Coaching), as L&D Sr Specialist, Expert or Lead (mandatory)
• Good experience designing onboarding processes
• Proven ability to manage multiple priorities, balancing proactive and reactive tasks
• High autonomy, accountability, and proactivity in a remote work environment
• Excellent interpersonal and communication skills, with the ability to partner effectively with PBPs and department leaders
• Project management skills with a proven ability to drive L&D initiatives from start to finish

Responsibilities

• Act as the expert in Performance Management within the L&D function, ensuring consistent and effective processes across the organization
• Provide dedicated, hands-on L&D support to PBPs and their assigned departments, becoming their key partner for all L&D-related tasks
• Ensure seamless delivery of onboarding, training, performance management, and development programs, with accountability for implementation and results
• Hold regular weekly meetings with PBPs to understand the needs of their departments, provide updates on L&D initiatives, and discuss any necessary changes or escalations
• Take full ownership of all L&D-related actions for the assigned departments, including planning, execution, and follow-up. Ensure all L&D plans align with PBP expectations and are implemented smoothly
• Work with PBPs and hiring managers to develop tailored, department-specific onboarding plans (following the guidelines established by the L&D Business Partners focused in Onboarding), setting clear goals for new hires during their first 3-5 months
• Ensure that all onboarding materials and processes are ready before a new hire starts. If any blockers arise, escalate them immediately through the appropriate channels
• Act as the main contact for new hires during their onboarding. Track and measure onboarding progress, making adjustments as needed based on feedback and results
• Ensure that the onboarding process is executed flawlessly for every new hire in your assigned departments. If there are delays or issues, it’s your responsibility to address or escalate them promptly
• Guide the execution of quarterly performance reviews for your departments in collaboration with PBPs, ensuring timely and insightful reporting on performance trends
• Ensure that Individual Development Plans (IDPs) and Performance Improvement Plans (PIPs) are implemented and monitored for eligible contributors, sending monthly reports to PBPs to allow timely actions
• Facilitate talent calibration sessions, ensuring fair and consistent evaluations across teams and alignment with PBPs on the results
• Identify training needs within your assigned PBP and partner with the Training team to create or update learning materials to meet these needs
• Be responsible for designing and updating short and relevant training and onboarding materials (e.g., handbooks, tutorials, e-learning modules) to ensure they remain relevant and useful
• Continuously improve L&D processes, especially around onboarding and talent development, by collecting feedback from PBPs and contributors and proposing actionable changes
• If challenges arise in L&D execution (e.g., delays in onboarding, incomplete training plans), escalate these issues in a timely manner to the appropriate hierarchy, ensuring no disruption to team operations
• Proactively identify potential bottlenecks in the L&D processes and collaborate with PBPs to address them before they impact the business
• Take ownership of the Performance Management project, driving the continuous improvement of Trafilea's performance management, talent development, and performance enhancement strategies. You will be primarily responsible for ensuring that key initiatives—such as Performance Reviews, Talent Calibration, Individual Development Plans (IDPs), Performance Improvement Plans (PIPs), and Mentoring & Coaching programs—are thoughtfully designed to align with the company’s needs, effectively implemented, and consistently monitored for impact