HR Business Partner - US Commercial An outstanding opportunity is available for a talented individual to join the US Commercial HR team in the capacity of
HR Business Partner. The role will be working as a key member of leadership teams and hold accountability for leading the design and delivery of the HR strategy for aligned business areas.
In this role you willpartner with US Commercial functional lines to effectively execute the people plan in multiple areas:AI/Digital Enablement
- Use HR systems and tools to identify challenges and opportunities, generate insights, and create compelling narratives that influence decisions, guide action, and measure impact.
- Use AI to improve efficiency and effectiveness on how work gets done across the HR team and business you are aligned to.
- Scale AI/digital/tech best practices to improve the capabilities of everyone around you
Leading and Delivering Change:
- Understand current and future needs of the business.
- Use data and systemic thinking to help diagnose key opportunities for change. Formulate integrated solutions designed to drive employee engagement desired business outcomes.
- Lead and drive the delivery of diverse change projects (i.e., complex change projects, workforce restructuring, etc.) in support of the business's strategic agenda.
- Champion and influence senior leaders to effectively lead through change.
Business Acumen:
- Apply knowledge and insights on the business environment in the context of HR activity to improve business performance.
- Leverage understanding of the bottom-line impact of HR initiatives to prioritize 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 execute engagement strategies tied to business and cultural priorities. Develop leaders' capability to understand how they impact and shift the culture.
- Coach and support leaders to create a diverse and inclusive environment and high performing teams.
- Collaborate with leaders to increase employee wellbeing
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 implementation of optimal workforce plans focused on key strategic capabilities required to drive the business.
Succession planning, Talent Management and Performance:
- Execute talent strategies focused on attracting, developing and retaining a strong, diverse talent pipeline.
- Coach and challenge Sr. leaders to embed effective talent management.
- Improve leaders' ability to develop employees, have difficult conversations and manage performance.
HR Governance and Risk Management:
- Apply knowledge of operating principles and policies to HR activity to ensure risks are mitigated.
- Escalate matters appropriately and partner with the Employee Response Center to resolve high risk issues and implement strategies to reduce such issues.
- Support the business in negotiations and discussions with Labor Unions and Works Councils.
- Work in close collaboration with the industrial relations teams to maintain social climate
Reward and Retention Strategy:
- Coach and influence senior leaders to differentiate and reward individuals commensurate with their value and contributions to the business, supporting a pay for performance culture.
- In partnership with Reward experts, apply business acumen and sound judgement within the context of GSK reward strategy to develop and execute plans which enable the delivery of business priorities.
- Ensure compensation strategies support the attraction and retention of a high performing, diverse workforce that enables the business' broader workforce plan.
Why you? Basic Qualifications:- University Degree (Human Resources, Business or related field)
- HR generalist experience
- 7+ years of HR Business Partnering experience
- Experience delivering interventions across a range of HR activities including leadership development, talent management, executive coaching, building high performing teams, capability builds and performance management.
- Experience leveraging data and analytics to draw insights and recommend actions.
- Experience influencing and stakeholder management skills.
- Decision making based upon sound flexible thinking and calculated risk.
- Project management skills and passion for continuous improvement
- Experience successfully delivering against demanding projects or initiatives within timeline and budget, with high quality demonstrated impact.
- Experience working in a highly matrixed organization, leveraging influence within a complex network of stakeholders.
- Demonstrated learning agility and organizational skills, with the ability to deal with complexity in a fast-paced working environment.
Preferred Qualifications:- Ability to influence, challenge and coach at senior leadership level.
- Demonstrated ability to communicate vision, strategy and direction, in an inspiring and credible manner.
- Experience delivering complex organizational changes including global restructuring.
- Desire for excellence, striving for constant improvement and increased performance, with a proven track record of successful business impact.
- Strong decision making based upon sound flexible thinking and calculated risk.
#LI-GSK
SkillsBusiness Acumen, Cultural Change Management, Data Analysis, Digital Fluency, Leadership Training and Development, Organizational Development (OD), Risk Management, Stakeholder Management, Strategic Resource Planning, Talent Management
Please visit GSK US Benefits Summary to learn more about the comprehensive benefits program GSK offers US employees.
