HR Business Partner - GSC Upper Merion

GSK•King of Prussia, PA

12d•Hybrid

About The Position

The HR Business Partner provides on-site HR business partnering for GSK’s Upper Merion manufacturing site and the GSC Global Central Functions, working closely with the site HR Lead and the GSC Central Functions HR Business Leader. The role combines hands-on operational HR delivery with strategic people priorities, including workforce planning, organization design and capability building. The client groups represent approximately 1,000 or more employees, and the role is intended to be split approximately 50/50 between the manufacturing site and Global Central Functions; the balance may change with business priorities set by the line leader. The HR Business Partner is a visible, trusted partner to managers and employees, translating HR strategy into practical delivery and supporting global initiatives across Central Functions. The position requires a regular on-site presence of at least three days per week at the Upper Merion, Pennsylvania location. It offers broad HR business partnering experience across a manufacturing site and global functions, as well as opportunities to contribute to strategic HR work.

Requirements

Bachelor’s degree in Human Resources, Business or a related field.
At least 4 years of HR experience, including HR generalist and/or HR business partnering experience.
Experience supporting employee relations matters, including investigations, performance management and conduct issues.
Experience supporting organizational change, restructuring or consultation processes.
Exposure to strategic HR work such as workforce planning, organization design or capability building.
Working knowledge of US employment law and HR policies and practices.
Experience supporting core HR processes such as performance management, talent reviews, reward cycles and recruitment.
Ability to use HR data and analytics to identify trends and recommend practical actions.
Experience coaching and advising people managers.
Ability to balance day-to-day operational delivery with longer-term priorities across multiple client groups.
Regular on-site presence of at least three days per week at the Upper Merion, PA location.

Nice To Haves

HR experience in a manufacturing, operations, supply chain or other GMP-regulated environment.
Experience supporting shift-based or frontline workforces as well as professional or global teams.
Experience in a large, complex, matrixed organization and across different cultures and geographies.
Strong communication, influencing and relationship-building skills with managers and employees at all levels.
Sound judgment and ability to manage confidential and sensitive matters appropriately.
Strong organization and project management skills, including managing multiple priorities and delivering on time and to quality.
Interest in process improvement and digital HR tools.
HR certification such as SHRM-CP/SCP or PHR/SPHR.

Responsibilities

Understand the current and future needs of the site and Central Functions, use data to identify where change is needed, and support the design and delivery of practical change solutions.
Coordinate and deliver organizational changes, restructuring, consultation processes and site transformation projects in line with policy and project plans; contribute to planning, stakeholder engagement and people-impact assessment for more complex or global programs.
Build understanding of manufacturing operations, shift patterns, production priorities, performance metrics and Central Functions priorities; use business insight to prioritize HR work and identify people-related issues and opportunities.
Bring site and functional business insight to HR strategy and people-plan discussions so client needs are reflected in GSC HR priorities.
Partner with managers to interpret engagement survey results and develop and deliver action plans connected to business and cultural priorities.
Support leaders in creating a safe, diverse and inclusive workplace and maintain a visible on-site presence for employees and people leaders.
Support managers in improving team and organizational effectiveness; prepare organizational data, structure options and impact analyses, recommend practical design options, and help implement agreed changes and related system updates.
Contribute to strategic workforce planning with the HR Business Leader and site leadership; gather and analyze workforce data and help implement plans involving recruitment, development and redeployment.
Drive the annual talent and performance cycle for client groups, including performance conversations, talent reviews, calibration and succession planning; coach managers on identifying, developing and retaining talent.
Serve as the first point of contact for employee relations matters; apply employment law, GSK policies and operating principles, coach managers on performance and conduct matters, and partner with Employee Relations and the Employee Response Center on complex or higher-risk cases.
Monitor employee relations trends and recommend actions to reduce recurring issues.
Support annual reward cycles and off-cycle decisions with Reward experts and the HR Business Leader; coach managers on differentiated reward and recognition and support retention plans for critical roles and talent.
Partner with Talent Acquisition, Learning, Reward, Employee Relations and HR Operations to deliver compliant HR processes, including onboarding, leaver processes and accurate HR-system data.