BHR Director LATAM

Abbott•Hollywood, FL

1d•Onsite

About The Position

The Director of Business Human Resources will serve as the primary strategic partner to the business, developing HR strategies, needs assessments and the resulting HR solutions. This position leads the people agenda for the Abbott pharmaceuticals division (EPD) in LATAM, acts as a broker between the needs of the business by developing solutions that support the long-range objectives and partners and facilitates delivery of HR services across Practice Centres, country HR organizations and HR Service Centres to create and deliver human capital solutions that support those business strategy. This role will support a fully operating high growth business including R&D, Manufacturing, Clinical, Regulatory, Quality, Sales and Marketing functions across LATAM. It is a fast growing, dynamic business requiring a strong Business HR Partner to participate on the leadership team.

Requirements

BA, BS degree required or equivalent experience (Master or MBA preferred)
Substantial HR project management and org. development experience required
Experience with both domestic and international/LATAM HR support across Commercial and Manufacturing
Fluency in English and Spanish is mandatory

Responsibilities

Division talent management reviews and Executive Talent Review
Division Diversity and Inclusion programs
Area succession planning
Leadership bench strength
High potential development across divisions and countries
Compensation planning (salary increases and division incentive handling) for GMs and above, and Area division employees and review of merit budget spent across countries
Addresses changes in business landscape that impacts human capital issues
Builds organizational talent pipeline by contributing to key developmental experiences
Understands the key markets that the business operates in.
Leverages knowledge of the business to challenge and influence business leader's thinking and provide alternative insights on business issues.
Instils confidence, earns trust and credibility with business leaders by establishing a history of success.
Ability to balance long-range plans with urgent needs and articulate the trade-offs as they relate to delivering business results.
Forecasts and develops talent strategies that meet operating plan objectives.
Assesses financial implications of headcount models and develops multi-year headcount plans.
Deploys resources as required to deliver and execute high quality solutions to the business.
Establish contingency plans to mitigate risks aligned to business decisions.
Integrates multiple HR and business priorities and prioritizes efforts to balance trade-offs when resource and timing constraints emerge.
Evaluates and measures outcomes of HR programs and services and recommends new programs link to shifts in business needs.
Maintains objectivity when balancing trade-offs between competing HR priorities.
Define a strategy for and deliver solutions that attract, engage, develop & retain talent.
Leverages a solid foundation of organizational models and structures.
Understand how to connect structural recommendations to current and anticipated changes in business models.
Understands the complexities and implications of ER, legal, M&A, Contingent Labour, Works Councils, and Unions as it applies to the business you support.
Uses organization savvy, intuition, and judgement in managing sensitive situations.
Understands and navigates the complexity of the HR organization.
Establishes and appropriately leverages relationships with stakeholders throughout the organization.
Synthesizes and integrates HR services to ensure cohesive delivery of HR programs implemented in the business.
Results-oriented team player that earns the trust of the business leaders they support, their peers, and colleagues in the matrixed HR organization.
Constructively coaches senior leaders in alignment with their current and destination roles.
Understands critical roles and functions within their business and what good looks like across those roles.
Places significant emphasis on the health of the succession pipeline, including the assessment and development of successors to ensure bench depth and the organizational ability to accelerate the readiness of future leaders.