Sr. Director - HR Strategic Business Partner - Huntsville, AL

Eli Lilly and Company•Huntsville, AL

17d•Onsite

About The Position

At Lilly, we unite caring with discovery to make life better for people around the world. We are a global healthcare leader headquartered in Indianapolis, Indiana. Our employees around the world work to discover and bring life-changing medicines to those who need them, improve the understanding and management of disease, and give back to our communities through philanthropy and volunteerism. We give our best effort to our work, and we put people first. We’re looking for people who are determined to make life better for people around the world. Organization Overview At Lilly, we serve an extraordinary purpose. We make a difference for people around the globe by discovering, developing and delivering medicines that help them live longer, healthier, more active lives. Not only do we deliver breakthrough medications, but you also can count on us to develop creative solutions to support communities through philanthropy and volunteerism. Responsibilities The HR Strategic Business Partner is accountable for ensuring that the Manufacturing and Quality business function they support has the organizational capabilities, leadership, and talent that are needed and to ensure that those people are engaged, motivated, and appropriately rewarded to achieve both long and short term strategic objectives. This role provides strategic and operational advice, consultation, and coaching and is expected to influence the site leadership at the Lilly facility on organization and people-related issues that are critical to achieving business priorities and objectives. This role works with subject matter experts in HR including compensation & benefits, recruiting and staffing, leadership development, talent management, organizational effectiveness, employee relations and Six Sigma to ensure that the policies, programs, and plans best serve the needs of the business that they support. Key Objectives: Business and Human Capital Performance: Advise and influence business unit/function leaders to ensure effective organization, talent management, leadership development, and rewards. Achieve expected business results, workforce productivity, talent retention, and high employee engagement. Enhance return on investment in human capital Organization Diagnosis, Intervention Design, and Organizational Change: Ensure business unit/function design aligns with strategic and operational objectives. Participate in leadership team business planning processes. Identify critical organizational capabilities needed to implement business strategy. Create and implement change agendas/plans to achieve long-range objectives. Provide effective change management plans for significant strategic changes. Talent Management and Leadership Development: Advise on workforce planning, selection, staffing, development, and management. Ensure an appropriate leadership pipeline for key positions. Lead strategic workforce planning to meet talent needs. Provide performance coaching to senior leadership. Manage retention and development of key talent and succession planning. Total Reward Implementation: Advise on total rewards and recognition plans to drive business performance. Implement rewards strategy in consultation with subject matter experts. Provide performance coaching to ensure appropriate distribution of rewards. Interface Between the Business and HR COEs, HR Operations, and Consultants: Ensure HR services meet business needs and achieve expected results. Advise on the selection of internal or external resources for change or intervention. Communicate business requirements to HR COEs for effective program deployment. Measure and evaluate the results of changes in processes, programs, and interventions. Workforce Stewardship: Proactively manage employee relations for the plant site. Use metrics, trends, and data to positively impact the workforce. Represent the voice of the employee to site leadership.

Requirements

Bachelor’s Degree
At least 4 years of HR Business Partnership and/or supporting HR CoE or relevant business areas
Qualified applicants must be authorized to work in the United States on a full-time basis.
Lilly will not provide support for or sponsor work authorization and/or visas for this role.

Nice To Haves

Strong evidence of both strategic and hands-on leadership orientation.
Proven bias for action and focus on results.
Ability to diagnose complex business problems, select or create appropriate interventions, and implement them effectively.
Proficiency in using data, measurement, and analytics to diagnose problems and evaluate the impact of changes.
Understanding of critical and unique performance factors for the unit and their implications for the organization and people.
Ability to recognize interdependencies within the unit and with other functions, applying integration knowledge to HR solutions.
Capability to recognize the interdependencies between strategy, organization, talent, and performance, driving appropriate actions.
Ability to provoke or motivate business partners and HR professionals to think and act beyond expectations, challenging the status quo.
Adaptability to complex circumstances, learning while doing, and navigating ambiguous situations quickly.
Ability to influence and steer people at all levels without authority, convincing partners to appreciate HR insights.
Proficiency in influencing senior executives.
Excellent written and oral communication skills
Experience in applying various organizational, team, and individual improvement interventions.
Expertise in strategic and operational planning, organization design, executive team development, leadership development, performance coaching, and rewards design.
Graduate degree or MBA with emphasis in organization development, human resources, leadership development, or related discipline, or equivalent experience.
Experience supporting business areas and knowledge of specific HR programs, including reward systems implementation, internal and external consulting, global experience, non-HR experience, Six-Sigma experience, and supervisory experience.

Responsibilities

Advise and influence business unit/function leaders to ensure effective organization, talent management, leadership development, and rewards.
Achieve expected business results, workforce productivity, talent retention, and high employee engagement.
Enhance return on investment in human capital
Ensure business unit/function design aligns with strategic and operational objectives.
Participate in leadership team business planning processes.
Identify critical organizational capabilities needed to implement business strategy.
Create and implement change agendas/plans to achieve long-range objectives.
Provide effective change management plans for significant strategic changes.
Advise on workforce planning, selection, staffing, development, and management.
Ensure an appropriate leadership pipeline for key positions.
Lead strategic workforce planning to meet talent needs.
Provide performance coaching to senior leadership.
Manage retention and development of key talent and succession planning.
Advise on total rewards and recognition plans to drive business performance.
Implement rewards strategy in consultation with subject matter experts.
Provide performance coaching to ensure appropriate distribution of rewards.
Ensure HR services meet business needs and achieve expected results.
Advise on the selection of internal or external resources for change or intervention.
Communicate business requirements to HR COEs for effective program deployment.
Measure and evaluate the results of changes in processes, programs, and interventions.
Proactively manage employee relations for the plant site.
Use metrics, trends, and data to positively impact the workforce.
Represent the voice of the employee to site leadership.

Benefits

employees also will be eligible for a company bonus (depending, in part, on company and individual performance)
eligibility to participate in a company-sponsored 401(k); pension; vacation benefits; eligibility for medical, dental, vision and prescription drug benefits; flexible benefits (e.g., healthcare and/or dependent day care flexible spending accounts); life insurance and death benefits; certain time off and leave of absence benefits; and well-being benefits (e.g., employee assistance program, fitness benefits, and employee clubs and activities).

Stand Out From the Crowd

Upload your resume and get instant feedback on how well it matches this job.

Upload and Match Resume