Thomson Reuters is a global company that informs the way forward by bringing together the trusted content and technology that people and organizations rely on to make the right decisions. The company serves professionals across the legal, tax, accounting, compliance, government and media industries.

The Human Resources Manager will be a member of the North America Regional HR team and will support the Operations & Technology organization. In this role, the HR Manager will: act as a trusted advisor, coaching managers and developing HR solutions to people-related business challenges; implement and drive adoption of business-specific HR initiatives, practices, and policies; and oversee the effective execution of cyclical HR processes.

Beyond providing moderately complex HR support to the client group, the HR Manager advances the enterprise HR agenda by contributing to broader people initiatives and projects, including collaborating with or mentoring North America and global regional team members.

About the role:

Act as a trusted advisor, coaching managers and developing HR solutions to people-related business challenges:

Establish strong relationships and communication channels with key business leaders, proactively understand customer needs and prioritize workload accordingly in line with HRBP, business, and North America Regional HR Team.
Partner with managers, employees, and key stakeholders to identify and proactively resolve issues, applying interpretive thinking and judgment to deliver the optimal business and HR solution, engaging COE resources and global HR relationships where appropriate.
Leverage data and analytics to monitor trends, ensuring appropriate level of quality control and implementation of improvements. Bring forward solutions or recommendations to Regional HR Leadership, HRBPs, or business leaders to positively impact business performance, support organizational effectiveness/efficiency, and drive change.
Upskill managers on core HR topics through targeted training and coaching, aligning content to business needs.

Implement and drive adoption of business-specific HR initiatives, practices, and policies for client group:

In line with designated client group’s business demands and needs, the HR Manager leads in addressing moderate to complex employee relations issues, performance issues, and supporting cyclical HR processes.
Coach and counsel managers on performance management and addressing performance concerns. Educate, promote, and help to ensure adoption of consistent practices, tools and resources.
Implement BU specific projects with client group in line with overall project plan (i.e. organizational restructures, job changes, and potential RIFs).
Provide regular communication and education as needed to key stakeholders on both local and global HR processes.
Seek opportunities to act as a change champion and influence business stakeholders to embed key change initiatives within client group (e.g. role modeling the Company Values).
Communicate, educate, and champion the HR model to ensure employees and managers receive the right HR support and excellent employee experience.

Oversee the effective execution of cyclical HR processes across client group:

Understand process objectives, timelines, and key messages from COEs; contribute to client group implementation and communications plans.
Enable manager execution by reinforcing timelines and central resources; prepare and facilitate manager sessions as needed to drive consistent outcomes.
Drive process quality through data audits and monitoring.

In addition to providing HR support to the client group, the HR Manager contributes to the wider HR functional agenda through:

Leveraging company AI‑enabled tools and resources to ensure compliance, streamline processes, improve efficiency, and modernize HR capabilities.
Contributing to large scale or global and enterprise projects.
Driving towards improved employee experience and customer excellence.

Attributes

Values and Behaviors - demonstrates the Company Values that include Obsess over our Customers, Compete to Win, Challenge (y)our Thinking, Act Fast Learn Fast, and Stronger Together.
Learning Agility - learns quickly when facing new problems, a relentless and versatile learner, who embodies a growth mindset. Open to change; analyzes both successes and failures to drive improvement and experiments to find solutions.
Customer Focus – is dedicated to meeting the expectations and requirements of internal and external customers, seeks feedback for improvements in products and services, acts with customers in mind, and establishes and maintains effective relationships to gain trust and respect.
Interpersonal and Relationship Savvy - relates well to all kinds of people, builds appropriate rapport and effective relationships, uses diplomacy and tact, can diffuse even high-tension situations comfortably.
Problem Solving – applies rigorous reasoning and methodology to solve difficult problems with effective solutions, probes all sources for answers and is excellent at analysis.
Navigates Ambiguity with Ease - embraces change, pivots smoothly, exercises sound judgment with limited data, remains composed amid uncertainty, and tolerates calculated risk.
Organizational Agility – understands how organizations operate and is able to successfully navigate through both formal and informal channels to optimize results.

About You:

Possesses strong, comprehensive knowledge of HR policies and processes across the employee lifecycle and applies strategic HR thinking.
Broad knowledge of and demonstrated experience with US federal and state laws/regulations, including but not limited to Title VII, ADA, ADEA and FMLA.
Understands the Agility operating philosophy, and brings hands-on change management experience, including leveraging AI to enable new ways of working.
Expertise with employee relations and performance management consultation.
Deep understanding of HR roles and how cross-functional teams collaborate to deliver an excellent employee/customer experience.
Skilled in presentations, research and analysis, and business writing, with the capability to manage projects effectively.
Typically, 3-5 years of HR experience preferred, preferably in a large global organization.
Bachelor’s or Master’s Degree preferred. PHR or SHRM-CP a plus.

What’s in it For You?

Hybrid Work Model: We’ve adopted a flexible hybrid working environment (2-3 days a week in the office depending on the role) for our office-based roles while delivering a seamless experience that is digitally and physically connected.
Flexibility & Work-Life Balance: Flex My Way is a set of supportive workplace policies designed to help manage personal and professional responsibilities, whether caring for family, giving back to the community, or finding time to refresh and reset. This builds upon our flexible work arrangements, including work from anywhere for up to 8 weeks per year, empowering employees to achieve a better work-life balance.
Career Development and Growth: By fostering a culture of continuous learning and skill development, we prepare our talent to tackle tomorrow’s challenges and deliver real-world solutions. Our Grow My Way programming and skills-first approach ensures you have the tools and knowledge to grow, lead, and thrive in an AI-enabled future.
Industry Competitive Benefits: We offer comprehensive benefit plans to include flexible vacation, two company-wide Mental Health Days off, access to the Headspace app, retirement savings, tuition reimbursement, employee incentive programs, and resources for mental, physical, and financial wellbeing.
Culture: Globally recognized, award-winning reputation for inclusion and belonging, flexibility, work-life balance, and more. We live by our values: Obsess over our Customers, Compete to Win, Challenge (Y)our Thinking, Act Fast / Learn Fast, and Stronger Together.
Social Impact: Make an impact in your community with our Social Impact Institute. We offer employees two paid volunteer days off annually and opportunities to get involved with pro-bono consulting projects and Environmental, Social, and Governance (ESG) initiatives.
Making a Real-World Impact: We are one of the few companies globally that helps its customers pursue justice, truth, and transparency. Together, with the professionals and institutions we serve, we help uphold the rule of law, turn the wheels of commerce, catch bad actors, report the facts, and provide trusted, unbiased information to people all over the world.

In the United States, Thomson Reuters offers a comprehensive benefits package to our employees. Our benefit package includes market competitive health, dental, vision, disability, and life insurance programs, as well as a competitive 401k plan with company match. In addition, Thomson Reuters offers market leading work life benefits with competitive vacation, sick and safe paid time off, paid holidays (including two company mental health days off), parental leave, sabbatical leave. These benefits meet or exceeds the requirements of paid time off in accordance with any applicable state or municipal laws. Finally, Thomson Reuters offers the following additional benefits: optional hospital, accident and sickness insurance paid 100% by the employee; optional life and AD&D insurance paid 100% by the employee; Flexible Spending and Health Savings Accounts; fitness reimbursement; access to Employee Assistance Program; Group Legal Identity Theft Protection benefit paid 100% by employee; access to 529 Plan; commuter benefits; Adoption & Surrogacy Assistance; Tuition Reimbursement; and access to Employee Stock Purchase Plan.

Thomson Reuters complies with local laws that require upfront disclosure of the expected pay range for a position. The base compensation range varies across locations.

For any eligible US locations, unless otherwise noted, the base compensation range for this role is $72,100 - $133,900.

This role may also be eligible for an Annual Bonus based on a combination of enterprise and individual performance.

Base pay is positioned within the range based on several factors including an individual’s knowledge, skills and experience with consideration given to internal equity. Base pay is one part of a comprehensive Total Reward program which also includes flexible and supportive benefits and other wellbeing programs.

About Us

Thomson Reuters informs the way forward by bringing together the trusted content and technology that people and organizations need to make the right decisions. We serve professionals across legal, tax, accounting, compliance, government, and media. Our products combine highly specialized software and insights to empower professionals with the data, intelligence, and solutions needed to make informed decisions, and to help institutions in their pursuit of justice, truth, and transparency. Reuters, part of Thomson Reuters, is a world leading provider of trusted journalism and news.

We are powered by the talents of 26,000 employees across more than 70 countries, where everyone has a chance to contribute and grow professionally in flexible work environments. At a time when objectivity, accuracy, fairness, and transparency are under attack, we consider it our duty to pursue them. Sound exciting? Join us and help shape the industries that move society forward.

As a global business, we rely on the unique backgrounds, perspectives, and experiences of all employees to deliver on our business goals. To ensure we can do that, we seek talented, qualified employees in all our operations around the world regardless of race, color, sex/gender, including pregnancy, gender identity and expression, national origin, religion, sexual orientation, disability, age, marital status, citizen status, veteran status, or any other protected classification under applicable law. Thomson Reuters is proud to be an Equal Employment Opportunity Employer providing a drug-free workplace.

Thomson Reuters makes reasonable accommodations for applicants with disabilities, including veterans with disabilities, and for sincerely held religious beliefs in accordance with applicable law. If you reside in the United States and require an accommodation in the recruiting process, you may contact our Human Resources Department at HR.Leave-Expert@thomsonreuters.com. Disability accommodations in the recruiting process may include things like a sign language interpreter, making interview rooms accessible, providing assistive technology, or other relevant accommodations. Please note this email is not intended for general recruitment questions and we will promptly respond to inquiries regarding accommodations. More information on requesting an accommodation here.

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More information about Thomson Reuters can be found on thomsonreuters.com.

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