Director, HR Business Partner Vaccines R&D
An outstanding opportunity is available for a talented individual to join the R&D HR team as an HR Business Partner (Director level).
This is a critical global role as it provides HR Business Partnering for the Global Vaccines Research and Development organization which is central to the delivery of the GSK strategy.
This role supports teams in Belgium, Italy and the US with the majority of the population in Belgium.
This role will provide YOU the opportunity to lead key activities to progress YOUR career.
These responsibilities include:
Coaching and Developing Senior Leaders : Apply your insights and influencing skills to coach and counsel senior business leaders. Provide input, constructive feedback, and healthy challenge in a way that builds trust and enable the team and individuals to perform at their best.
Culture Development : Translate the business agenda into the desired culture in an engaging, inclusive way. Coach and influence leaders to develop and enhance engagement strategies. Develop leaders’ capability to understand how they impact and shift the culture. Ensure they are creating a diverse and inclusive environment.
Organizational Design and Development : Partner with the business to identify opportunities within their lines to improve organization effectiveness. Identify and improve how an organisation channels resources, defines structure, jobs and work processes, motivates performance and shapes the patterns of informal interactions and relationships as a key enabler of business strategy. Use data and analytics to understand the business, identify opportunities for improvement, assess potential solutions and monitor achievement of benefits.
Succession planning and Talent Management : Coach and challenge leaders to identify, manage and retain a strong talent pipeline. Drive 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.
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, and prioritize resources based on strategic impact, cost, risk, and short vs. long term trade-offs. Identify issues and opportunities for business improvements in a people context.
Workforce and Strategic Capability Planning : Apply business insight to diagnose present and future capability gaps. Utilize understanding of external talent benchmarks and best practice to inform internal strategies and propose innovative ways of attracting, engaging and retaining talent. Develop and implement optimal workforce plans focused on key strategic capabilities required to drive the business.
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 leaders support their employees to embrace and embed change, while achieving the desired business outcomes.
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 Resource 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 critical thinking, business acumen and sound judgement within the context of GSK reward strategy to develop and deliver plans which enable the delivery of the business priorities. Use insight from external trends and internal data to construct and support business case development. Ensure compensation strategies support the attraction and retention of a high performing, diverse workforce that enables the business’ broader workforce plan. Coach and influence senior leaders to differentiate and reward individuals commensurate with their value and contributions to the business.
Why you?
Basic Qualifications:
We are looking for professionals with these required skills to achieve our goals:
Bachelor’s Degree in Human Resources Management or Business Administration
Global HR experience with deep expertise in Belgium
Experience working with unions and works councils in Belgium on organizational changes
Experience supporting complex technical businesses
Experience delivering interventions across a range of HR activities including leadership development, talent management, exec coaching, building high performing teams, capability builds and performance management
Experience designing, and delivering large scale, global, transformational, cultural and organizational change projects, improving organizational effectiveness
Experience using data and analytics to identify business insights
Experience recruiting, onboarding, coaching and counselling senior leaders
Fluent in French and English – both languages written and spoken (must-have)
Preferred Qualifications:
If you have the following characteristics, it would be a plus:
Business acumen and track record of translating business objectives into innovative solutions
Global HR experience supporting multiple business areas and managing complex global change
Experience in project management, continuous improvement and process excellence
Experience managing immigration and mobility processes
Exposure to US and Italy markets.
If you have a disability and require assistance during the course of the selection process, you will have the opportunity to let us know what specific assistance you require in order to make suitable arrangements.
Getting ahead means preventing disease as well as treating it, and we aim to positively impact the health of 2.5 billion people by the end of 2030.