HR Business Partner - Global Regulatory

GSK•Upper Providence, PA

1d•€110,250 - €183,750

About The Position

An outstanding opportunity is available for a talented individual to join the R&D HR team as an HR Business Partner. This is a critical global role as it provides HR Business Partnering for Global Regulatory Affairs within the Chief Medical Officer Organization HR team. Global Regulatory Affairs is an organization of approximately 2200 central to the delivery of the R&D strategy and bridging into Commercial and Global Supply Chain. This role will provide YOU the opportunity to support and lead key activities to progress YOUR career.

Requirements

University/college Diploma or Degree (Human Resources, Business, oe ewlRWS) with demonstrable experience in a HR role with business partnering experience
HR Generalist experience
Experience in and understanding of the global consultation landscape and process
Hands-on experience with supporting transformation changes
Experience coaching others to deliver complex cultural change agendas
Experience delivering interventions across a range of HR activities including leadership development, talent management, building high performing teams, capability builds and performance management
Ability to leverage data and analytics to draw insights and recommend actions
Experience recruiting, onboarding, coaching and counseling senior leaders
Prior experience in a large, complex organization
Team leadership / matrix leadership experience

Nice To Haves

Ability to work in a highly complex and matrix landscape, involving diverse cultures and different geographies
Skilled in process excellence and passion for continuous improvement
Strong decision making based upon sound flexible thinking and calculated risk
Able to take responsibility to deliver against demanding projects or initiatives to meet criteria of time, cost, quality and performance
Excellent communication, influencing and stakeholder management skills
Strong project management skills

Responsibilities

Leading and Delivering Change: Understand current and future needs of the business. Use data and systemic thinking to diagnose key opportunities for change. Formulate integrated solutions designed to help employees embrace and embed change, while achieving the desired business outcomes. Drive the effective delivery of diverse change projects (i.e. complex and global change projects, workforce restructuring, etc.) in support of the business’s strategic agenda. Partner and influence senior leaders to effectively lead change.
Business Acumen: Apply knowledge and insights on the internal and external business environment in the context of HR activity to improve business performance. Leverage understanding of the bottom-line impact of HR initiatives to prioritises on the basis of strategic impact, cost, risk, and short vs. long term trade-offs. Identify issues and opportunities for business improvements in a people context.
Culture Development: Coach and influence leaders to develop and enhance engagement strategies tied to business and cultural priorities. Develop leaders’ capability to understand how they impact and shift the culture. Ensure they are creating a diverse and inclusive environment.
Organisational Design and Development: Partner with the business to identify opportunities within their lines to improve organization effectiveness. Use data and analytics to understand the business, identify opportunities for improvement, assess potential solutions and monitor achievement of benefits.
Workforce and Strategic Capability Planning: Apply business insight to diagnose present and future capability gaps. Support the development and implementation of optimal workforce plans focused on key strategic capabilities required to drive the business.
Succession planning and Talent Management: Coach leaders to identify, manage and retain a strong talent pipeline. Coach and challenge Sr. leaders to embed best practices and effective succession planning processes. Align succession planning and talent management to the overall workforce strategy. Improve leaders’ ability to develop employees to reach their full potential regardless of background or differences.
HR Governance and Risk Management: Apply knowledge of operating principles and policies to HR activity to ensure risks are mitigated. Manage escalations and support the business to create a positive employee environment. Escalate appropriately and partner with the Employee Response Center to resolve high risk issues and implement strategies to reduce such issues. Ensure inappropriate behaviors are dealt with in a direct, challenging and tough-minded manner.
Reward and Retention Strategy: In partnership with Reward experts, apply business acumen and sound judgement within the context of GSK reward strategy to develop and deliver plans which enable the delivery of business priorities. Coach and influence senior leaders to differentiate and reward individuals commensurate with their value and contributions to the business.