HR Business Partner, GBI

About The Role

The HR Business Partner, GBI, is part of the Northern Europe BU HR team and is aligned to the Northern Europe Business Unit. You will be a true business partner to the GBI Local Operating Company (LOC), owning strategy and driving general HR and people initiatives, actions and intervention across the business unit, supporting business strategy and people and culture agenda for GB and Ireland.

Beyond the LOC, you will have the chance to work more broadly within the UK HR community on defining and reviewing people policies, practices and culture for our entire UK population, as well as more broadly on projects that impact the entire Northern Europe Business Unit (11 countries).

Haleon is at an exciting time in its transformation; the HR Business Partner will play a key part in this transformation for GBI implementing and reviewing new people policies and practices, as well as continuing to embed our operating model, our leadership behaviours and culture, through your change management expertise, partnership and coaching.

Key Responsibilities

In this role you will be responsible for setting and delivering the HR strategy within the GBI market, as well as working with the Northern Europe HRBL on UK people initiatives and taking on the role of HR Lead for the UK Information & Consultation Forum.

Culture Development:

Support in understanding the business agenda, purpose and behaviours and be able to translate it into the desired culture in an engaging, inclusive way. Reinforce through personal leadership, effective teamwork and use of the Change Framework. Diagnose the environment and influence leaders to develop and enhance engagement strategies. Develop leaders’ capability to understand how they impact and shift the culture. Ensure support in the creation of a diverse and inclusive environment.

Talent Management and Succession Planning:

Understand and coach leaders to identify, manage and retain strong diverse talent. Coach leaders to effectively and intentionally lead across talent management processes including attraction, selection, growth and development, career planning, succession planning and retention.

Reward:

In partnership with Reward/Compensation experts, apply business acumen and sound judgement within the context of the reward strategy to develop and deliver plans which enable the delivery of the business priorities. Use insight from external trends and internal data (i.e. Workday) to construct and support business case development. Ensure compensation strategies support the attraction and retention of a high performing, diverse workforce and enable the business’ broader workforce plan. Coach and influence senior leaders to differentiate and reward individuals commensurate with their value and contributions to the business.

Organizational Effectiveness and Design:

Identify opportunities to improve organization effectiveness by partnering business leaders. Identify and improve how an organization 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 analytical tools to understand the business, identify opportunities for improvement, assess potential solutions and monitor achievement of benefits. Apply business insight to diagnose present and future capability gaps and use external benchmarks and best practice to inform optimal workforce plans focused on key strategic capabilities required to drive the business. Align management practices and structures to drive performance and develop leaders’ ability to perform organization design in a forever changing world.

Leadership Development and Coaching:

Apply insights to coach and counsel business leaders, drive performance and effective organizational alignment. Provide input, constructive feedback and healthy challenge in a way that builds trust and enables the team and individuals to be most effective in their roles. Develop others’ coaching and leadership capabilities.

HR Governance and Risk Management:

Understand clear operating principles, structure, accountabilities and apply to HR activity to ensure HR risks are mitigated, company reputation is protected and related financial, legal and policy duties are carried out (e.g., audits, country-level mitigation plans, crisis management, social and ethics committee). Manage escalations and support the business to create a positive employee environment. Partner to resolve high risk ER issues and implement strategies to reduce such issues. Ensure inappropriate behaviours are dealt with in a direct, challenging and tough-minded manner.

Skills / Experience

We are looking for professionals with these required skills to achieve our goals:

• End to end HR experience, with a proven track record of building and delivering an HR agenda that fuels business performance and organisation development.
• Previous experience in multinational companies in a matrix organisational structure.
• Strong leadership and team management skills with a focus on mentoring and developing HR staff.
• Experience of driving HR Projects, change management initiatives, culture development, & engagement programmes.
• Experience with and strong understanding of key HR processes (e.g. recruitment, performance management, talent management etc).
• Experience working with data to create insight and diagnose future talent/culture risks and opportunities.
• Experience working with and influencing multiple senior stakeholders within the business and in a matrix HR function.
• Experience with UK employment laws; contributing for local HR Policies and being relevant and updated with local legislation; and conducting the activities as per the local requirement.

Care to join us. Find out what life at Haleon is really like www.haleon.com/careers/

At Haleon we embrace our diverse workforce by creating an inclusive environment that celebrates our unique perspectives, generates curiosity to create unmatched understanding of each other, and promotes fair and equitable outcomes for everyone. We're striving to create a climate where we celebrate our diversity in all forms by treating each other with respect, listening to different viewpoints, supporting our communities, and creating a workplace where your authentic self belongs and thrives. We believe in an agile working culture for all our roles. If flexibility is important to you, we encourage you to explore with our hiring team what the opportunities are.

As you apply, we will ask you to share some personal information, which is entirely voluntary. We want to have an opportunity to consider a diverse pool of qualified candidates and this information will assist us in meeting that objective and in understanding how well we are doing against our inclusion and diversity ambitions. We would really appreciate it if you could take a few moments to complete it. Rest assured, Hiring Managers do not have access to this information and we will treat your information confidentially.

Haleon is an Equal Opportunity Employer. All qualified applicants will receive equal consideration for employment without regard to race, color, national origin, religion, sex, pregnancy, marital status, sexual orientation, gender identity/expression, age, disability, genetic information, military service, covered/protected veteran status or any other federal, state or local protected class.

Accommodation Requests

If you require a reasonable accommodation or other assistance to apply for a job at Haleon at any stage of the application process, please let your recruiter know by providing them with a description of specific accommodations you are requesting. We’ll provide all reasonable accommodations to support you throughout the recruitment process and treat all information you provide us in confidence.