**WPP** is the creative transformation company. We use the power of creativity to build better futures for our people, planet, clients, and communities.** **Working at WPP means being part of a global network of more than 115,000 accomplished people in 110 countries. WPP has headquarters in New York, London and Singapore and a corporate presence in major markets worldwide.** **We create transformative ideas and outcomes for our clients through an integrated offer of communications, experience, commerce, and technology.** **WPP and our award-winning agencies work with most of the world's biggest companies and organisations - from Ford, Unilever and P&G; to Google, HSBC, and the UN. Our clients include 61 of the FTSE 100, 307 of the Fortune Global 500, all 30 of the Dow Jones 30 and 62 of the NASDAQ 100. WPP are the leader in the Bloomberg Gender Equality Index and 20th in the FTSE 100 rankings for Women on Boards.** **About Burson**: Burson is the global communications leader built to create value for clients through reputation. With highly specialized teams, industry-leading technologies and breakthrough creative, we help brands and businesses redefine reputation as a competitive advantage so they can lead today and into the future. **About the Role**: Burson is seeking a strategic and people-centric HR Manager to lead our People function in Colombia, fostering a thriving workplace culture and driving operational excellence. This role requires a minimum of eight years of proven experience in Organizational Development or Human Resources, with a strong background in Human Talent Management. As a key strategic partner to local leadership, the HR Manager will be responsible for developing and executing people strategies that align with business objectives, optimizing operational efficiency, and fostering a positive and productive work environment that attracts, retains, and develops top talent. **HR Manager | Talent Profile**: - **Experienced HR Leader**: 8+ years of proven experience in Organizational Development or Human Resources, with a focus on Human Talent Management. - **Strategic HR Partner & Culture Champion**: Demonstrated ability to develop and implement innovative HR strategies that align with business objectives and foster a positive, inclusive, and high-performing work environment. - **Talent Management Expert**:Deep understanding of talent acquisition, onboarding, performance management, compensation and benefits, employee relations, and talent development best practices. Proven experience designing and implementing programs that attract, retain, and develop top talent. - **Operational Excellence Driver**: Proven ability to optimize HR processes, drive efficiency, and improve productivity through data-driven decision-making. **Key Responsibilities**: - **People & Culture Leadership**: - Oversee all aspects of the employee lifecycle, including talent acquisition, onboarding, performance management, compensation and benefits, employee relations, internal mobility, succession planning, and talent development. - Foster a culture of open communication, feedback, and recognition to promote employee engagement and satisfaction. - Lead change management initiatives and act as a trusted advisor to leadership on organizational design and workforce planning. - Ensure legal compliance in labor-related actions and decisions, staying up-to-date with local labor laws and regulations. - Exemplify company values and expected conduct, serving as a role model for employees at all levels. Adapt/align HR programs to the organization and its culture. - **People Operations**: - Implement and ensure compliance with HR policies and procedures across the organization. - Address HR-related inquiries and provide guidance to employees and managers. - Manage conflicts (individual and collective) and resolve employee relations issues effectively. - Ensure proper profile/person fit in recruitment processes and oversee talent acquisition strategies. - Control personnel costs and manage HR budgets effectively. - Manage unforeseen situations and act as a point of contact for HR emergencies. - **Talent Development**: - Identify organizational talent and manage the development of high-potential individuals. - Collaborate in the performance evaluation process, driving a culture of continuous improvement. - Design and implement functional training and development programs in collaboration with specialists, proactively addressing employee needs. - Develop succession plans for key talent and critical roles to ensure business continuity. - Attract, retain, and develop top talent, providing guidance and opportunities for professional growth. - **Strategic Partner**: - Participate in decisions that shape the Strategic Plan or have a future impact on the firm. - Align corporate HR strategy with the business, its structure, and organizational culture to enhance business outcomes. - Ensure internal equity and external competitivene