HR Business Partner (Supply Chain)

Job Description

Description

Site Name: India - Maharashtra - Worli Mumbai Posted Date: Jun 2 2021 Key Accountabilities: Deliver cultural change projects, organisational changes, and workforce restructuring in partnership with the HRBL and business agenda Future workforce mapping and capability planning, succession planning and talent management as required for business aligned groups Lead employee engagement initiatives for business aligned groups Coach and support leaders in the delivery of key HR activities, in alignment with the HR operating model and respond to complex, escalated queries from line leaders around HR policies and processes Integrate a coaching approach into interactions with leaders and coach and build line manager capability to create a positive employee environment Partner with various HR delivery channels to support initiatives and support delivery of projects & best practices created by HR CoEs. Working within the OneHR to deliver HR services to the business. Partner with ER Services to resolve escalated cases and develop plans to mitigate issues and/or enhance performance. Review escalated queries from Tier 0/1 HR and support as appropriate. Understand the HR Risk environment, identify and mitigate potential HR risks. Demonstrate knowledge and understanding of the business. Leverage technology and HR systems to identify data and insights that support business strategy. Promote learning, leadership development and coaching opportunities with business leaders Excellence in the HRM role looks like: The HRM is part of the embedded HR team and supports the People Plan to enable the business to deliver the strategy and improve performance Supporting the delivery of a forward looking, workforce & capability plan through continuous improvement, standardisation and simplification Ability to use technology and data to provide insights to support diagnosis and decision making Coaching line managers to build their leadership and people management capability Promoting pragmatic and best practice approaches and HR interventions that drive the HR and business agenda forward Diagnose, and as needed, reframe requests through active inquiry. Working in partnership as OneHR to deliver the HR plan and enhance the customer experience, and increase the value that HR adds the business Promoting the values, expectations and IPT to build culture within an organization. Typical Experience Profile HR in Business Contexts- Experience of partnering, supporting or leading HR solutions to support business needs. Building credibility with the line and understanding the implications and business impact of alternative HR solutions. Influencing based on trends in talent and technology. Managing Change- Experience of managing organisational change/restructure activity within aligned business across a range of functions and job types. Demanding Operational Environments - Experience delivering HR solutions and using good judgement to make decisions within demanding operational contexts. i.e. talent and workforce planning, resourcing, performance management, change management, consultation and reward issues, restructures/mergers and acquisitions or other significant change. Working in a Matrixed Environment- Exposure to working in a matrixed HR Operating Model with multiple lines of authority, leveraging influence within a complex network of stakeholders, being able to achieve results through a variety of resources and experts Talent Management- supporting talent reviews, succession plans and early talent programs as required. Coaching and development - experience of coaching and developing employee and manager capability Functional Knowledge- Has broad exposure and experience in multiple areas of HR e.g. ER/IR, compensation and benefits, talent management, HR systems and processes, organisational development/design or change management. Operational excellence- A good track record of translating business objectives into HR solutions through appropriately setting direction, objectives, targets and metrics. Use of HR Systems to embed and grow the effective use of data analytics in establishing business aligned HR deliverables. Able to deliver against demanding targets and meet criteria of time, cost, quality, performance and customer experience. Core HR capabilities Professional: Business know-how: Understands the business context and external trends and applies that knowledge to deliver the people plan with site leaders. Has business and financial acumen, is aware of the bottom-line impact of HR initiatives and prioritises on the basis of strategic impact, cost, risk, and short vs. long term trade-offs. Leading and delivering change: Drives the efficient delivery of diverse change projects in support of the People Plan within a culture of continuous improvement through personal leadership, role-modelling GSK Values & Expectations Uses data and systemic thinking to diagnose key areas for change Understands the case for change and able to communicate and excite the key stakeholders Understands the ER implications and other risks of change initiatives and adapts delivery accordingly to ensure best outcomes. Uses standard GSK change methodologies and coaches others in their application Ensures change is sustainable and embedded, and builds GSK’s capability to lead change Champions and influences leaders to drive leadership / HR initiatives, people processes and systems Coaching leaders: Coaches leaders through insight, constructive feedback and challenge, delivered in a trustful way to enable the leader to be most effective and to ensure consistency with GSK values and expectations, driving business performance and effective organisational efficiency. Increases line leader capability through building rapport, diagnosis of issues and identifying solutions Encourages, supports and educates managers so that they can more effectively manage their people, including best use of standard HR tools, systems, processes, and interventions Influential and persuasive in terms of aligning the workforce and HR plan with business critical goals Is a role model; demonstrates GSK values, advocates and uses coaching and has a developmental mindset. Has the courage to challenge positively, give constructive feedback and engage in real debate Relationship Management: Able to build strong partnerships with leaders and deliver services in line with business needs Manages issues in a conciliatory, patient but determined manner, demonstrating appropriate challenge. Uses the issue to influence and embed GSK standard ways of working Builds a strong network and credibility across HR as a role model, working across boundaries to meet the Sites needs Builds effective relationships with management teams, employees and employee representatives such as trade unions and works councils. Technical: Culture development Understands the People plan, translates this into the desired culture in an engaging, inclusive way and reinforces through personal leadership, effective team work and use of GSK change framework Through data insight and evaluating the environment, influences managers to develop effective engagement strategies Identifies workforce initiatives which embed the desired culture Ensures inappropriate behaviours are dealt with in a direct, challenging and open manner Develops leaders’ capability to understand how they impact and shift the culture Building future capabilities and talent Develops and implements people plan focused on identifying required key capabilities, diagnosing gaps and developing interventions to address Has an understanding of talent benchmarks and best practice to inform strategies Uses data and external insight to propose innovative ways of attracting and engaging talent Understands how to identify, manage and retain talent, including succession planning processes Develops leaders’ ability to manage and develop diverse talent and supports leaders to create the right environment to support career and growth opportunities. Reward/Compensation Understands how compensation and recognition can support strong business performance. Ensures compensation strategies support the retention of key talent and link to other workforce strategies Influences leaders to differentiate reward and recognition of individuals depending on their value and contributions to the business. HR Service Delivery Operational activity Navigates GSK HR Model to deliver successful business outcomes Quickly builds understanding of business needs and identifies the appropriate HR solution supported by data and insights. Has strong process, system and organisational skills, using standard GSK tools and approaches to identify pragmatic HR solutions. Aware of the cost implications of any activity and looks for the most cost-effective option Has a continuous improvement mindset with a view to improve the effectiveness of HR solutions across the HR Operating Model Governance & Risk Understands GSK HR license to operate and risk model, applying this to HR activity to ensure risks are identified, mitigated, company reputation is protected and related fiduciary, legal and policy duties are carried out Keeps fully abreast of employment law and contextual issues that may impact GSK. Ensures that policies are implemented effectively and consistently across businesses Ensures that the spirit of GSK Values and policies is embedded through the design and application of HR practices Proactively identifies ER issues and takes appropriate action with People Services Feeds back ideas as to how to improve GSK policies and processes Knowledge Management Effective application of HR information, including knowledge management systems, to support best decision making for successful business outcomes Shares and re-uses best practice, collaborating on initiatives across other sites in the network Has a broad understanding of HR technologies and how these can support HR goals Is up to date with internal and external

 
 
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