Key Skills

Job Description

MISSIONS Strategic HR Business Partnership Business & Workforce Strategy: Partner with business leaders to understand strategic priorities, anticipate workforce needs, and develop people plans that support growth, productivity, and organizational readiness. Leadership & Capability Building: Identify organization capability gaps and partner with leaders to build targeted development solutions that strengthen leadership effectiveness, functional capability, and team performance. Performance: Facilitate performance processes to reinforce accountability, drive differentiated performance, and support meaningful development and career conversations. Change Management & Employee Relations: Act as a trusted advisor in organizational changes, employee relations matters, and leadership decisions, ensuring balanced solutions that are business-oriented, people-focused, and compliant with local regulations. People & Organizational Effectiveness Learning & Development: Partner with managers and leaders to identify individual and organizational development needs, leveraging global HR learning frameworks and initiatives to build the skills and capabilities required to support current and future business needs. Cross-Functional Collaboration: Partner closely with Finance, Commercial, Operations, and regional/global stakeholders to ensure people agenda alignment, effective resource planning, and smooth implementation of strategic initiatives. HR Operations & Employee Lifecycle: Ensure the effective delivery of core HR operations, including payroll, HR administration, talent acquisition and onboarding, partnering with managers, employees and relevant internal and external stakeholders to ensure accurate, timely and consistent execution of HR processes and a positive employee experience. Total Rewards Advisory: Partner with the Global HR Reward Manager and follow global compensation and reward processes, providing guidance and support to managers on compensation, benefits, recognition and reward decisions, while ensuring alignment with company guidelines, internal equity and budget requirements. REQUIREMENTS Bachelor’s degree in Human Resource Management, Business Administration, or a relevant field. 7+ years of progressive HR experience in multinational and pharmaceutical environments, on a similar position Proven experience managing HR across multiple countries within a regional or international scope. Experience implementing and supporting global HR processes and frameworks at local and regional level, while adapting execution to business and country-specific requirements. Excellent communication and interpersonal skills, with the ability to coach, support, and influence stakeholders, including First-Line and Senior Management. High flexibility to wear multiple hats, manage cross-functional projects, and thrive in a fast-paced environment. Strong business acumen, with the ability to understand business models, organizational priorities and their implications for people and capabilities. Ability to combine strategic thinking with hands-on operational delivery. High level of discretion, integrity and confidentiality when handling sensitive employee and business matters.

Core Responsibilities

Partner with business leaders to align workforce plans, organizational capabilities, performance, learning, and change initiatives with business priorities. Oversee effective HR operations and employee lifecycle processes, collaborate across functions and regions, and advise managers on employee relations and total rewards.

Requirements

Requires a bachelor’s degree in Human Resource Management, Business Administration, or a related field, plus at least seven years of progressive HR experience in multinational and pharmaceutical environments. Candidates should have multi-country HR experience, strong communication and influencing skills, business acumen, flexibility, operational capability, and discretion when handling sensitive matters.