Head, P&C Business Partner - PAC, Assurance & Risk Management

The Mastercard Foundation seeks a world where everyone has the opportunity to learn and prosper. All people, no matter where their starting point in life, should have an equal chance to succeed. We believe that with access to education, financial services, and skills training, people can have that chance.

This role, the Head, P&C Business Partner for PAC (Program, Assurance & Risk Management functions), serves as a strategic People & Culture (P&C) advisor and coach to function Chiefs, providing support for various talent initiatives and ensuring people practices align with business strategy.

WAYS YOU CAN CONTRIBUTE

Business Partnership (30%)

• Focal contact as advisor and coach for P&C activities for the function Chiefs and provide support for various talent initiatives including workforce planning, performance management, competency development, succession planning and recruitment for Head Level and above, among others, in liaison with other P&C Subject Matter Experts.
• Provide professional advice to all levels within the functions and build strong working relationships with Leaders.
• Maintain an effective level of business literacy to understand current and future needs of the Foundation to provide proactive support and services aligned to those needs.
• Identify business issues and suggest creative solutions.

Stakeholder Engagement (5%)

• Identify business issues and suggest creative solutions.

Organization Design, Change and Engagement Management (15%)

• Partner with the function and P&C COE to deliver function organization design that achieves business strategy.
• Accountable for Strategic Workforce Planning discussions in functions.
• Own the People Plan for the Function and guide the Functional lead on the process.
• Scoping and segmentation of workforce.
• Collaborate with CoE to ensure workforce planning process, policies and strategies are fit for purpose.
• Identify new demand factors and workforce supply.
• Strategic skills planning.
• Facilitate organizational (re)design including defining new/revised organizations and operating models, determining accountabilities and responsibilities, job descriptions and leading functional effectiveness processes and routines (e.g., RACI, process reviews, oneness initiatives).
• Partner with the Program BP and CoE to implement and deliver end-to-end transformation processes.
• Perform assessment of change, support research, build change and communications plans.
• Facilitate the execution of change, interfacing with business stakeholders and ensuring alignment.
• Support leaders in forecasting and planning their functional talent pipeline requirements in line with the Functional and Foundation strategy.
• Provide guidance in terms of Budget and Headcount Planning.
• Maintains the organization structures for the Functions.

Talent Acquisition and Management (15%)

• In liaison with the Talent Acquisition team, support recruitment management, including creating job descriptions, contributing to sourcing strategy, candidate selection, offer approvals and onboarding for positions Head Level and above.
• For all positions, define the role and create requisition and obtain approval.
• The Function BP requests the Location BP to continue with interviews up to final shortlist.
• Final candidate is seen by the Function BP and Exec, if at Head Level.
• Discuss Total Rewards Recommendations with Line – obtain approval.
• Report recruitment outcomes back to Line Manager.
• Partner with the Talent Management team to provide support to leaders in career planning, coaching and performance feedback.
• Analyze and identify functional learning needs facilitate development planning for the function aligned to business and individual needs.

Rewards and Performance Management, including Development and Rewards (20%)

• Lead the implementation all Performance and Reward programs, processes, and plans in the assigned functions.
• Lead the active management of performance management in the functions, including the performance management cycle and functional calibration.
• Collaborate with CoE to ensure performance management programs meet the needs of the functions (e.g. alignment of functional objectives with individual performance objectives).
• Monitor the process compliance and follow-up with Function Heads on the progress.
• Support performance improvement interventions and evaluate impact for direct reports of Functional Executive.
• Manage onboarding goal setting and probation confirmation for all Head and above roles.
• Drive review and implementation of the career development recommendations.
• Assess the Functional Goals ensure that all employees have SMART goals.
• Communicate and ensure compliance to the performance calibration guidelines.
• Deliver specific requirements for Learning strategy.
• Assess Learning needs for functions.
• Support in evaluation of Learning effectiveness.
• Communicate with functions to help drive better understanding of Learning strategy/approach.
• Request Coaching for direct reports of Functional Executive from Location BP.
• Confirm capabilities and competencies needed.
• Provide advice, counsel and verification of compensation decisions (makes recommendations), veto if not in line with policy.
• Coach Line Managers regarding on all matters reward.
• Identify opportunities for reward improvement/ enhancements and applicability of reward programs e.g., recognition, salary adjustments.
• Coordinate Functional sign-off of Pay Reviews and communicate any challenges to Location BP.
• Prepare compensation recommendation for existing (promotions & lateral moves, acting and responsibility allowance as per applicable policy and local legislation) and new roles at Head & Director level.

HR Analytics and Reporting (5%)

• Analyze and interpret People & Culture reports, metrics and innovation as required and provide recommendations for decision making for relevant functions.
• Implement and maintain People and Culture dashboards and reports for respective functions.
• Ensure adequate, timely and accurate communication of reports for respective functions.

HR Policies, Procedures, Processes and Systems (5%)

• Provide input into the design of HR policies, procedures, processes, and systems.
• Understand current and future needs of the function to provide proactive advice and support aligned to those needs.
• Partner with the larger P&C team to develop and ensure appropriate change and communication strategies.

Employee Relations (5%)

• Support Country BP in Employee Relations matters involving staff at Head level and above.
• Guide Function Chief on related Employee Relations matters.

Candidate Profile (WHO YOU ARE)

• A senior People & Culture Business Partner with 10 years or more of progressive experience supporting leaders in complex, matrixed, or mission-driven organizations.
• Proven in acting as a trusted advisor and coach to senior leaders, providing sound judgement and pragmatic people solutions across the full employee lifecycle.
• Strong experience in workforce planning, organization design, talent management, performance management, and reward, with the ability to align people practices to business strategy.
• Confident in leading organizational change and engagement initiatives, supporting leaders through transformation, growth, and evolving operating models.
• Skilled in building strong stakeholder relationships and influencing at all levels, with the credibility to challenge constructively and drive alignment.
• Comfortable balancing strategic advisory work with hands-on operational delivery, ensuring policies, processes, and people plans are effectively implemented.
• Analytical and data-informed, able to use people insights and reporting to support decision-making and improve outcomes.
• Possess professional maturity, sensitivity with different cultures, and impeccable integrity that exemplify the Foundation’s values.
• Commitment to Mastercard Foundation’s values and vision.