Chile Peru HR Manager

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Responsibilities

• Labor Relations : Strategic thinker with a relationship-oriented mindset to reimagine labor relations, propose and negotiate collective agreements, and maintain strong relationships with Trade Union Organizations in Chile.
• 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 plans (IDP, PIP and Talent Upgrade). Assure the 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 oriented to ownership and accountability, integrating our approach with the performance of the business to individual goal setting, quarterly and annual reviews, PIP, IDP, and rewards.
• People 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 : Partner 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 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 on people programs, culture, organizational processes, 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. Implement 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.
• Internal 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. Using global communication tools locally to create ownership, drive commitment, and reinforce an ownership and accountability culture. Assesses organizational climate by obtaining employee input (focus groups, employee surveys, staff meetings) and implements organizational changes as appropriate to drive employee engagement.

Who are we looking for?

Expected Start Date : January 2026 .

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.

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