The Role
Leads the LATAM people strategy for approximately 1,500 employees across multiple countries. Partners with executives on workforce planning, organization design, culture, talent, succession, labor relations, transformation, and productivity. Develops and aligns HR teams, coaches senior leaders, manages employee and union relations, strengthens organizational effectiveness, and uses workforce analytics and AI-enabled tools to improve HR delivery and decision-making.
Summary Generated by Built In
Job Description SummaryAt GE HealthCare, we are creating a world where healthcare has no limits by advancing precision care, improving care pathways, and using technology and artificial intelligence to help deliver better outcomes for patients and providers.
We are seeking an exceptional LATAM HR Leader to partner with the LATAM leadership team in shaping the people, culture, and organization agenda for approximately 1,500 colleagues across the region. This role supports a complex, multi-country commercial and service organization operating across diverse markets, regulatory environments, labor frameworks, languages, and customer needs.
Reporting to the Head of Human Resources for Global Markets, this leader will translate business strategy into decisive people, culture, workforce, and organization actions for LATAM. As an active member of the Global Markets HR leadership team, the leader will also co-own the broader people agenda, advance HR transformation, and contribute to cross-functional priorities that strengthen Global Markets as a whole.
This is a senior HR leadership role for someone who thrives in complexity, leads with courage and integrity, influences effectively across a matrix, and balances global scale with local relevance.Job DescriptionKey responsibilities
We are seeking an exceptional LATAM HR Leader to partner with the LATAM leadership team in shaping the people, culture, and organization agenda for approximately 1,500 colleagues across the region. This role supports a complex, multi-country commercial and service organization operating across diverse markets, regulatory environments, labor frameworks, languages, and customer needs.
Reporting to the Head of Human Resources for Global Markets, this leader will translate business strategy into decisive people, culture, workforce, and organization actions for LATAM. As an active member of the Global Markets HR leadership team, the leader will also co-own the broader people agenda, advance HR transformation, and contribute to cross-functional priorities that strengthen Global Markets as a whole.
This is a senior HR leadership role for someone who thrives in complexity, leads with courage and integrity, influences effectively across a matrix, and balances global scale with local relevance.Job DescriptionKey responsibilities
- Partner with the LATAM President, regional leadership team, country leaders, and Global Markets HR leadership to identify, prioritize, and execute people strategies with the greatest impact on business performance.
- Act as an active member of the Global Markets HR leadership team, co-owning the broader people agenda and leading or supporting HR transformation and cross-functional priorities across the organization.
- Translate LATAM growth, productivity, service, and customer priorities into clear workforce, organization, culture, and talent actions across countries and businesses.
- Lead the people agenda for a complex, matrixed, multi-country commercial and service region, balancing enterprise consistency with local market, regulatory, and labor requirements.
- Lead, develop, and align the LATAM HR team and broader HR network, strengthening capability, accountability, collaboration, and integrated delivery across country, segment, and enterprise HR teams.
- Serve as a trusted advisor and coach to senior leaders, improving leadership effectiveness, decision quality, accountability, and enterprise mindset across the regional leadership team.
- Shape organization and workforce plans that enable growth and productivity, including organization design, capability building, critical skills, location strategy, succession, and cost optimization.
- Champion organizational effectiveness and simplification by clarifying decision rights, improving operating rhythms, reducing complexity, and addressing underperformance with rigor and appropriate urgency.
- Embed GE HealthCare's culture and operating principles across LATAM, building trust, inclusion, continuous improvement, customer focus, and disciplined execution.
- Lead talent development, succession, critical-role planning, and continuous performance management, strengthening the internal pipeline while maintaining a clear view of external talent needs.
- Advise leaders through business and workforce transformation, ensuring effective change leadership, clear communication, stakeholder engagement, and sustained adoption.
- Manage employee and labor relations as a strategic leadership priority, partnering with legal and local HR teams to navigate unions, collective arrangements, regulatory requirements, transformation needs, and employee trust.
- Champion practical and responsible adoption of artificial intelligence, digital tools, and workforce analytics to improve HR delivery, leadership insight, employee experience, and productivity.
- Use employee listening, workforce data, and business metrics to anticipate risk, shape interventions, challenge assumptions, and measure the impact of people actions.
- Serve as an impartial advocate for fair and equitable treatment, inclusion, compliance, respectful engagement, and a safe and ethical work environment across all employee populations.
- Minimum 15 years of progressive HR business partnership experience, including senior HR leadership roles with increasing scope, scale, and complexity.
- Experience supporting a sizeable commercial and/or service organization through transformation, growth, productivity actions, and changing customer or market dynamics.
- Demonstrated success developing and executing organization, culture, workforce, and talent strategies for a major business unit, region, or multi-country organization.
- Strong understanding of Latin American employment environments, with experience operating across multiple countries, cultures, labor frameworks, and regulatory requirements.
- Proven ability to partner with senior executives, influence in a matrix, coach leaders through complex decisions, and lead and develop an HR team.
- Demonstrated ability to create transformation and change strategies, convert them into clear actions, and follow through with disciplined execution.
- Strong business acumen, including understanding of commercial priorities, customer needs, service models, margin and productivity pressures, and operating metrics.
- Strong analytical and problem-solving capability; able to assess situations, identify trade-offs, make sound judgments, and act with appropriate urgency.
- Professional fluency in English and Portuguese and/or Spanish, with the cultural agility to build credibility across diverse markets and employee populations.
- Prior experience as the HR leader for a Latin American regional or multi-country organization.
- Experience in healthcare, medical technology, technology, life sciences, industrial, or another regulated and customer-critical industry.
- Experience partnering with unions, employee representative bodies, and other formal consultation or collective bargaining mechanisms.
- Prior experience in an organization with a strong Lean or continuous improvement culture.
- Enterprise-oriented: optimizes for GE HealthCare outcomes, not only regional or functional convenience.
- Commercially grounded: understands how talent, culture, organization design, and leadership quality translate into growth, productivity, service, and customer outcomes.
- Clear and courageous: names issues early, challenges constructively, and helps leaders make difficult decisions with integrity.
- Operationally disciplined: converts strategy into prioritized actions, governance, metrics, and sustained follow-through.
- Inclusive and culturally agile: builds trust across diverse countries, leaders, and employee groups while maintaining consistent standards.
Relocation Assistance Provided: No
Skills Required
- Minimum 15 years of progressive HR business partnership experience, including senior HR leadership roles with increasing scope, scale, and complexity.
- Experience supporting a sizeable commercial and/or service organization through transformation, growth, productivity actions, and changing customer or market dynamics.
- Demonstrated success developing and executing organization, culture, workforce, and talent strategies for a major business unit, region, or multi-country organization.
- Strong understanding of Latin American employment environments across multiple countries, cultures, labor frameworks, and regulatory requirements.
- Ability to partner with senior executives, influence in a matrix, coach leaders through complex decisions, and lead and develop an HR team.
- Ability to create transformation and change strategies, convert them into clear actions, and execute with discipline.
- Strong business acumen, including commercial priorities, customer needs, service models, margin, productivity pressures, and operating metrics.
- Strong analytical and problem-solving capability, including sound judgment and ability to assess trade-offs.
- Professional fluency in English and Portuguese and/or Spanish, with cultural agility across diverse markets and employee populations.
- Prior experience as the HR leader for a Latin American regional or multi-country organization.
- Experience in healthcare, medical technology, technology, life sciences, industrial, or another regulated and customer-critical industry.
- Experience partnering with unions, employee representative bodies, and formal consultation or collective bargaining mechanisms.
- Prior experience in an organization with a strong Lean or continuous improvement culture.
GE Healthcare Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about GE Healthcare and has not been reviewed or approved by GE Healthcare.
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Healthcare Strength — Healthcare coverage is portrayed as comprehensive, including medical, dental, and vision options with HSA-eligible choices and preventive care coverage. Mental health and well-being support programs are also emphasized as part of the overall package.
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Retirement Support — Retirement support is described as meaningful, with a 401(k) match and additional programs such as student-loan matching in some descriptions. Legacy pension and retiree medical obligations for certain closed groups also signal continued support for long-tenured populations.
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Strong & Reliable Incentives — Variable and role-linked earning opportunities appear attractive in some job families, including high on-target earnings potential in certain sales roles. Additional role-based perks like company cars and travel-related reimbursements further increase the perceived value of total rewards in those positions.
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The Company
What We Do
Every day millions of people feel the impact of our intelligent devices, advanced analytics and artificial intelligence. As a leading global medical technology and digital solutions innovator, GE Healthcare enables clinicians to make faster, more informed decisions through intelligent devices, data analytics, applications and services, supported by its Edison intelligence platform. With over 100 years of healthcare industry experience and around 50,000 employees globally, the company operates at the center of an ecosystem working toward precision health, digitizing healthcare, helping drive productivity and improve outcomes for patients, providers, health systems and researchers around the world. We embrace a culture of respect, transparency, integrity and diversity.
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