Key business strategic drivers of next 24-36 months impacting the role:
- Implementation of the new operating model.
- Playing an active role at USLT, fostering new team dynamics and ways of working according to OPM principles Enabling the launch (& growth) of commercial products across the area through initiative-taking talent strategic plans and their implementation
- Continue building a strong sustainable US organization, including transversal capabilities engine.
- Develops a deep understanding of the business context and strategic priorities to be an active & proactive key partner at the leadership team table for business and organization decisions. This means also contracting on aligned Talent priorities and agenda to drive business and add value to patients.
- Partners with (senior) leadership to drive their talent review processes, team and talent development plans, and help them build high-performing leadership team(s)
- Enables the ongoing development of (senior) leadership teams through individual coaching, assessments, feedback, and team development activities.
- Leverages strategic competencies to support most senior organizations: Organizational Design & Capabilities, build High Performing Teams, Strategic Thinking, in collaboration with the Team
- PVS Culture and Organization Development
- Uses key competencies to support all organizations while prioritizing his/her time to most impactful interventions: enabling cultural consistency, change management, leadership team facilitation, engagement, innovation
- Can take initiatives and to work towards delivering results, managing multiple and conflicting priorities, and to make courageous decisions and take balanced risks to create value.
- Implements Talent Development Strategies, in collaboration with the Talent acquisition and
- Development team, leveraging support of the TRO team.
- Implements reward strategies and processes in close collaboration with the Total Reward & TRO team.
- Leads the staffing of key strategic positions through partnership with the Talent Acquisition team.
- Ensures all employee relations within her/his scope: at their respective level of interactions, all
- HR support from hire to retire (including eg. onboarding, career guidance, performance management issue, restructuring, termination, etc.), knowing the market and following cross- unit people move.
- Provides operational excellence (review of HR processes for improvement purpose), the transactional activities being supported through the TRO team.
- Contributes as a full project team member to global and regional strategic Talent projects hereby building on his/her strong understanding of and connection to the business (leaders), sharing insights in the real business needs, and ensuring the integration in the day-to-day business partnership when it comes to implementation.
Other competencies:
- Has a proven ability to develop trusted relationships with internal and external stakeholders, to influence executive-level leaders and to collaborate remotely in a global organization.
- Understands the impact of own actions on other areas of the business and looks for synergies inside and outside the organization.
- Demonstrates curiosity, learns from experience of success and failure, and proactively shares knowledge with others to affect continuous improvement.
- Champions change in Culture and Diversity
- Inspires, motivates, influences and coaches’ others to create value for patients and UCB; creates a culture of accountability that provides space for colleagues to contribute to their full potential.
- Excellent interpersonal skills, including strong communication skills, both oral and written, and strong conflict management and negotiation skills, to interact effectively at all levels of the organization in identifying and resolving complex issues.
- Has developed capability to leverage HR systems and technology as required for effective business partnering, including excellent data quality ownership, leveraging TRO and analytics teams for specific tailored insights.
- Finds the right balance between strategic thinking and being hands on and pragmatic.
Bachelors Degree in Human Resources or related HR field - required
Masters Degree - preferred
Other Qualifications
- 10 years of experience in HR
- Experience as an HR Business Partner
- SHRM-CP or PHR certification preferred
- HBDI certification preferred
- Experience in pharmaceuticals, biotechnology, or healthcare preferred