GSK Human Resources Business Partner (HRBP)

Reference #: 390511

Site Name: USA - Pennsylvania - Philadelphia, USA - Pennsylvania - Upper Providence

Posted Date: Apr 3 2024GSK has an outstanding opportunity for a talented individual to join their Global Therapy Areas HR Team as an HR Business Partner supporting the newly created Chief Patient Officer (CPO). This role will sit on the US Medical Affairs, Value Evidence Generation and Medical Affairs leadership teams. The role will also act as a country point of contact for senior leaders within broader Global Therapy Areas audiences, if required. This role will be based out of either our Philadelphia (FMC Building) or Upper Providence location & is eligible for a full relocation package.This role will provide you the opportunity to lead key activities to progress your career. These responsibilities include:

Business Acumen: Apply knowledge and insights on the internal and external business environment in the context of HR activity to improve business performance. Take the business strategic plan and agenda, to drive demand planning into HR. Leverage understanding of the bottom-line impact of HR initiatives to prioritise 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.

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 employees embrace and embed change, while achieving the desired business outcomes. Lead and drive the effective delivery of diverse change projects (i.e. complex and global transformations, workforce restructuring, etc.) in support of the business's strategic agenda. Champion and influence senior leaders to effectively lead change.

Organisational Design and Development: Partner with the business and external consultancies 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.

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.

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 create a diverse and inclusive environment.

Talent Management and Succession Planning: Coach leaders to identify, manage and retain a strong talent pipeline. Coach and challenge senior 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.

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 ERC 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.

Re ard and Retention Strategy: In partnership with Reward experts, apply 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.Basic Qualifications:

Bachelor's Degree in Human Resources Management or Business Administration

4 plus years of US HR experience in Pharma

Experience in delivering interventions across a range of HR activities including leadership development, talent management, executive coaching, building teams, capability builds and performance management

Experience in delivering large scale, global/regional transformational, cultural and organizational change projects, improving organizational effectiveness

Experience using data and analytics to identify business insights

Experience recruiting, onboarding, coaching and counseling senior leadersPreferred Qualifications:

Strong business acumen and track record of translating business objectives into innovative solutions

Regional or global HR experience supporting multiple business areas and managing complex global change

Experience leading DEI plans with proven results

Strong experience in project management, continuous improvement and process excellence

Experience managing mobility processes

International experience would be an additional asset to the role#LI-GSKPlease visit to learn more about the comprehensive benefits program GSK offers US employees.Why Us?

GSK is a global biopharma company with a special purpose - to unite science, technology and talent to get ahead of disease together - so we can positively impact the health of billions of people and deliver stronger, more sustainable shareholder returns - as an organization where people can thrive. 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.Our success absolutely depends on our people. While getting ahead of disease together is about our ambition for patients and shareholders, it's also about making GSK a place where people can thrive. We want GSK to be a workplace where everyone can feel a sense of belonging and thrive as set out in our Equal and Inclusive Treatment of Employees policy. We're committed to being more proactive at all levels so that our workforce reflects the communities we work and hire in, and our GSK leadership reflects our GSK workforce.If you require an accommodation or other assistance to apply for a job at GSK, please contact the GSK Service Centre at 1-877-694-7547 (US Toll Free) or +1 801 567 5155 (outside US).Important notice to Employment businesses/ Agencies

GSK does not accept referrals from employment businesses and/or employment agencies in respect of the vacancies posted on this site. All employment businesses/agencies are required to contact GSK's commercial and general procurement/human resources department to obtain prior written authorization before referring any candidates to GSK. The obtaining of prior written authorization is a condition precedent to any agreement (verbal or written) between the employment business/ agency and GSK. In the absenc