Sr. AD / AD Human Resource Business Partner - Group Functions

BoehringerPRD•Brampton, ON

1d•$140,000 - $269,000•Hybrid

About The Position

To provide consultative leadership on business challenges and associated people and organizational implications. Influence and lead human capital planning, change management, organizational consulting & design, and culture and belonging initiatives while utilizing business process principles. Provide strategic thought leadership with a global perspective and champion the values and culture of the organization. Productively challenge the status quo and voice innovative observations, questions and ideas. The Sr. Associate Director/ Associate Director operates independently and acts as a key point of contact across teams within one business unit area or site. They generally support at least one Senior Executive business leader level client (as well as those in levels below Sr. Executive) with complex/multiple function organization. The Associate Director / Sr. Associate Director will work on broad initiatives across site/function. Accountable for the right organizational set up, people and organizational capabilities and people behaviors matching the current and future business needs, creating the conditions for continuous development of performance and engagement and enhancing the company culture. Accountable for delivering consulting, guiding and steering activities, partnering with the assigned function/sub-function management team, in order to achieve the current and future business strategy from an HR perspective, including ensuring the adherence to global standards, local regulations and Corporate Steering Parameters. In this context, act on the development of the organization, management of talents, transformation & change and organizational effectiveness/performance, ensuring the appropriate liaison of COEs and their respective governance, as well as with other Group Functions teams. As an employee of Boehringer Ingelheim, you will actively contribute to the discovery, development and delivery of our products to our patients and customers. Our global presence provides opportunity for all employees to collaborate internationally, offering visibility and opportunity to directly contribute to the companies' success. We realize that our strength and competitive advantage lie with our people. We support our employees in a number of ways to foster a healthy working environment, meaningful work, mobility, networking and work-life balance. Our competitive compensation and benefit programs reflect Boehringer Ingelheim's high regard for our employees. Position supports Group Functions

Requirements

Bachelor’s degree from an accredited institution in Business, HR Management or similar discipline
Minimum 6 years of Human Resources generalist experience with 1-3 years in a HR Business Partner/Generalist capacity.
Demonstrated change leadership, internal consulting, organization and talent assessment and development skills.
Demonstrated ability to influence, communicate & build relationships at all levels, and to link business objectives with HR activities. Strong business acumen and strategic thinking.
Demonstrated analytical and creative problem-solving skills.
Committed to continuous improvement.
Minimum of 8 years of Human Resource experience with 3-5 years in a HR Business Partner/Generalist capacity.
Experience working with and leading the employees and leaders within the business on projects and change management initiatives in support of results for the business/function.
Experience working cross-culturally with diverse colleagues in a global environment required.
Global assignment experience highly preferred.
Requires business acumen and an understanding of all the various business functions in the company.
Must function equally well at the strategic, tactical and operational levels.
Knowledge of HR disciplines including talent selection and development, workforce planning, compensation, benefits, performance management, and employee relations.
Demonstrated success working in a Matrix environment regionally and globally within the HR function and across the business functions.
Strong project leadership ability required.
Strategic thinking ability, and strong business judgment connecting human resources with the business strategies and goals.
Influencing, relationship building, and effective facilitation and change management skills.
Address organizational culture and include culture considerations on each decision taken.
Excellent communication skills with the ability to build rapport with management and employees and contribute to all aspects of the organization.
Strong ability to act and strong influencing skills.
Demonstrated track record of success in Labor Relations and the collective bargaining process.
Must be legally authorized to work in the United States without restriction.
Must be willing to take a drug test and post-offer physical (if required).
Must be 18 years of age or older.

Nice To Haves

Master's Degree Preferred

Responsibilities

Function as an internal consultant to leaders in achieving business goals. Advise and guide management on organizational effectiveness, especially the alignment of processes, systems and people.
Organizational Health, Culture, workforce engagement and environment: Accountable for enhancing the company culture, analysis of the organizational health and engagement on a regular basis (e.g. survey) including measurement and link of the outcomes with operational results.
Partner with the business leaders to drive strategic human resources initiatives that support business goals.
Build organizational capabilities.
Organizational design & effectiveness: Accountable for ensuring the right organizational design, processes, skills sets and people behaviors.
Brokers and maintains relationships with key executive stakeholders at the local, regional and global level. Brokers the relationship with leaders for key COE services (Culture & Belonging), Total Rewards, TLO, HR@GBS) ensuring efficient and effective services are provided to meet the needs of the US businesses while supporting opportunities to harmonize across.
Implementing HR solutions developed by COEs providing feedback to CoEs and GBS during design or implementation phase, ensuring adherence of the business to (global) standards and piloting local stakeholders’ engagement (works councils, leaders, employees…) via robust communication/ implementation plan.
Ensures applicable employment laws, regulations, policies, procedures, and systems are in place to minimize employee relations problems and, when faced with violations of policy, those incidents are handled professionally and with minimal risk to the corporation (in concert with ER&C).ent group, partners with Compensation Management on new approaches, etc
Translating strategic business needs into talent and development action plans; in line with business strategy
Identifying talents across the businesses and steering their development, in support of leaders
Creating the conditions for continuous development of performance and engagement through the elements such as, recruitments, development, remuneration and career path
Managing a global talent pool that serves for succession plans and develops the future leaders of BI
Accountable for qualitative outcome and execution of local workforce planning, taking into account the business/function strategy and external environment
Highlighting the critical skills, skills mix, skills shortages and overages, geographical mix, and workforce mix (owned / contingent)
Matching the current and future business needs
Ensuring having the right People at the right time and the right place
Ensures HR processes and policies are implemented in compliance with the Global Code of Conduct, global / local standards, external regulations.