Director, HR Project Management

Overview

Lead end-to-end delivery of Talent Development and Capability projects for Global Supply Chain, with a specific mandate to build leader and critical-role pipelines, accelerate high-potential development, and embed the Ahead Together culture through three strategic pillars: Talent, Leadership and Capability.

Key Responsibilities:

• Lead planning, governance and delivery of targeted talent and capability initiatives (scope, schedule, budget, risks, benefits) that deliver measurable capability and succession outcomes.
• Drive the three strategic pillars:
  • Talent — Build GSC Talent Pipeline: identify talent, design and deliver accelerated development and structured succession plans for critical roles.
  • Business Capability — Future‑ready GSC: Align learning solutions to capability gaps across supply chain functions and ensure practical, role-relevant skill development.
  • Build Enterprise Leadership capability across GSC to maintain high standards, develop high-performing teams, and continuously improve safety and quality while delivering on cost and performance
• Execute the short/medium/long-term talent roadmap:
  • Short Term: assess current Site Directors (SD) and Site Quality Directors (SQD) against success profiles to identify gaps and define clear development pathways.
  • Medium Term: strengthen succession planning for GSC Leadership Team, SD and SQD by identifying the top 20 talent for a “Hyper Care” development accelerator program and managing its delivery.
  • Long Term: develop a robust pipeline of emerging talent for critical roles to ensure business continuity.
• Design and manage Talent identification processes, assessment programs, development plans, and evaluation.
• Manage stakeholder engagement across HRBL’s, L&D, COE, Supply Chain leaders, and external vendors; prepare executive updates and decision papers for senior stakeholders.
• Lead change management, manager enablement and communications to secure adoption and cultural alignment with Ahead Together and inclusion objectives.
• Define, track and report success metrics (participation, completion, competency improvement, succession coverage, retention, business benefits); deliver post-implementation evaluations and continuous improvement actions.
• Maintain project documentation, risk registers, budget control and lessons‑learned; coach internal stakeholders.

Deliverables & Success Measures:

• Short Term (0–6 months)
  • Complete assessments of 100% of SD and SQD against agreed success profiles and produce individual gap analyses and development pathways.
  • Stakeholder agreement on success profiles and development criteria.
• Medium Term (6–18 months)
  • Identify top 20 talent for the “Hyper Care” accelerator and launch the program with defined milestones, coaching and stretch assignments.
  • Achieve target engagement and progression rates for Hyper Care participants (e.g., completion, competency improvement, manager-rated readiness).
• Long Term (18–36 months)
  • Deliver a measurable, sustainable pipeline for critical roles with improved succession coverage (target: increase ready-now successors for critical roles by agreed %).
  • Demonstrable reduction in capability gaps vs success profiles and evidence of improved business continuity.
• Ongoing KPIs
  • % of critical roles with at least one ready-now successor
  • % of SD/SQD with individual development plans executed
  • Completion and competency uplift rates for accelerator and leadership programs
  • Retention and internal mobility rates

Basic Qualifications:

• 8+ years of project management experience delivering HR, L&D, succession or change projects in a global/matrix environment.
• Degree in Human Resources, Business, Psychology or related field
• Stakeholder, change and vendor management skills; proven ability to influence senior leaders.

Preferred Qualifications:

• Project Management certification (PMP/Prince2/Agile).
• Professional HR qualification preferred
• Experience with HR analytics and reporting tools (Power BI/Tableau).

Core Skills & Behaviors:

• Excellent communication and influencing skills at all levels.
• Strategic thinker with structured planning, strong problem-solving, and attention to detail.
• Result-oriented, collaborative and comfortable operating in ambiguity.
• Data-driven; able to translate metrics into practical development actions.
• Collaborative, inclusive leader who builds capability and drives accountability
• Demonstrates GSK values: patient focus, respect, integrity and transparency; champions inclusion and Ahead Together culture.

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Please note: GSK Equal Opportunity Employer statements and accommodations information are available in the original posting. For accessibility assistance, contact us at the recruitment email provided in the posting.

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