GM/AVP/Senior - HR Business Partner - Pharma

Job Purpose :

To partner with respective Line Function(s) in the development of its business plan and ensure the translation and implementation of that plan into an HR strategy; to develop programs and policies, closely coordinating with functional heads and other HR roles to ensure effective and efficient HR programs; to be responsible for working with specialist HR function(s) to ensure overall HR delivery.

Major Accountabilities :

Strategy & Planning :

- Working with the Line Function Head(s), translate the Unit's Business plans into HR strategic and operational plans for their Business; monitor compliance and initiate corrective measures in case of deviations.

- Be active key member of local leadership team (appropriate to client level), and proactively establish strong relationship with client group as well as the extended HR community(Global HR Partners, local HR functions) to under-stand their requirements and challenges.

- Provide strategic and tactical workforce planning and staffing strategy in alignment with the line function's Business plan.

- Set expectations with Line Function Head(s) on what services HR will provide and what services the Line will own.

- Proactively apply organizational diagnostic expertise to analyze and identify potential design improvements, providing change management support to transformation and restructuring efforts.

- Drive and facilitate high level staffing searches and placements.

Monitoring & Control :

- Ensure adherence to relevant labor and employment laws including relations with external labor organizations.

- Ensure compliance with legal framework, SOX requirements, etc.

- Participate in, or lead, HR Projects.

- Ensure execution and adherence to NVS HR principles, practices and policies, and be the department expert on all administrative practices and policies.

- Compile specified HR Key Performance Indicator (KPI) data and format for reporting.

People & Organization :

- Lead and develop the HR professionals in the team.

- Coach/drive senior leadership team on key HR processes, e.g. Performance Management, OTR, and succession planning and talent management for pre-defined population, in close cooperation with the respective TM expert.

- Coach assigned leadership team, and support them in their coaching and mentoring activities in their teams.

- Be responsible for effective training and development for all associates, following learning priorities and guidelines defined by Corporate and act as channel to communicate learning needs to the appropriate specialist unit.

- Drive cultural change and foster diversity and inclusion within the Unit.

- Manage internal communication, especially around HR-sensitive issues (val-ues, advancement, motivation etc).

Key Performance Indicators :

Strategy and Planning :

- Delivery of agreed function staffing targets to meet business growth targets

- Partnership performance metrics (i.e. ability to meaningfully contribute to busi-ness strategy formulation and translate that strategy into HR agenda; how crucial HRBP is to success of business)

- Effectiveness of staffing function: ROI of partnerships with search firms, time roles are vacant,

Monitoring and Control :

- Effective management of HR operations for client group

- Labor relations: incidence of labor disputes and legal recourse; adherence to rele-vant labor laws

- Effective management of compliance related issues for the client group

People and Organization :

- Effectiveness of new or newly-staffed personnel

- Employee satisfaction and retention rates across key roles and segments

- Satisfaction of top employees with development programs and individual progress

- Talent pipeline objectives, including effective succession planning; employee selection, retention, and exportation targets

Job Dimensions :

Number of associates : 1 HR Business Associate

Financial Responsibility : No direct budget accountability

Impact on the Organisation : Contribute to the client organisation and business success by meeting/exceeding hiring and retaining targets, increasing internal and external talent pipeline, managing leadership succession internally and externally and delivering cost effective and efficient HR practices.

Ideal Background :

Education : Typically requires a MBA degree in Human Re-sources or equivalent in education and experience.

Experience : 10-12 years in a Business Partner/generalist Human Resources role.

- Should have people management experience.

- Complete understanding and use of human re-sources planning concepts/principles.

- Knowledge of pharmaceutical industry practices.

- Solves a variety of complex problems.

Ruchi
9899002896