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People Growth Manager - Animal Health

Description

As an employee of Boehringer Ingelheim, you will actively contribute to the discovery, development, and delivery of our products to our patients and customers. Our global presence provides an opportunity for all employees to collaborate internationally, offering visibility and the opportunity to directly contribute to the company's success. We realize that our strength and competitive advantage lie with our people. We support our employees in several ways to foster a healthy working environment, meaningful work, mobility, networking, and work-life balance. Our competitive compensation and benefit programs reflect Boehringer Ingelheim's high regard for our employees.

The People Growth Manager supports the end-to-end execution of talent management and workforce planning processes for an assigned business area, ensuring consistent, timely, and high-quality delivery aligned to company standards and business needs. This role is accountable for translating talent priorities into disciplined execution, including talent reviews, succession planning, workforce planning, and core HR processes. The role ensures that output is accurate, actionable, and effectively supports business decision-making. The position holder drives reliable and repeatable delivery of key people processes, including performance management, compensation cycle, promotion cycle, and employee lifecycle activities.

The People Growth Manager serves as a primary owner of talent-related inputs and outputs, ensuring data integrity, identifying gaps or risks, and escalating insights to inform planning and prioritization. A strong emphasis is placed on data quality, process adherence, and operational excellence to enable efficient and effective execution.

While partnering with business and HR stakeholders as needed, the primary value of the role is in delivering talent and HR processes with rigor, consistency, and measurable outcomes, supporting the organization’s ability to proactively manage talent and workforce needs. This role may also have a defined client group where they would be the HRBP.

Duties & Responsibilities

Talent Management Execution:

  • Facilitates end-to-end Talent Management processes (e.g., TDD, succession planning, talent identification) for assigned area.
  • Ensures consistency, quality, and timely execution of talent processes.
  • Partners with leaders to translate talent insights into actionable development plans.


Workforce Planning (WFP):

  • Acts as Workforce Planning subject matter expert for assigned client group.
  • Leads and coordinates workforce planning cycles, including OL and LTF planning.
  • Provides insights into the tool and the analysis for recommendations to support strategic workforce decisions.


HR Process Leadership & Coordination:

  • Supports and/or coordinates execution of core HR processes, including:
    • Performance management
    • Compensation planning
    • Employee lifecycle processes (e.g., hiring support, separations)
  • Ensures processes are delivered efficiently, consistently, and in alignment with policies.


HR Data & Analytics:

  • Ensures accuracy and integrity of HR master data (e.g., SuccessFactors)
  • Leverages HR KPIs and analytics to:
    • Identify trends and risks
    • Support decision-making
    • Improve process effectiveness


HR Business Partnership:

  • Partners with business leaders to address people-related needs with pragmatic, data-informed solutions
  • Supports implementation of enterprise HR initiatives at the local level.
  • May provide HRBP support to a smaller, defined client group.


HR Projects & Continuous Improvement:

  • Leads or contributes to HR projects and initiatives (e.g., operating model evolution, process improvements).
  • Drives simplification, standardization, and continuous improvement across HR processes.


Rotational HR Responsibilities within AH – In collaboration with peer Talent Manager roles, rotate accountability for:

  • HR team coordination
    • Agenda setting and facilitation of HR meetings.
  • HR compliance
    • Acts as key point of contact for compliance-related topics.
    • Ensures awareness and adherence to regulatory and organizational requirements.

Requirements

  • BS/BA degree required.
  • Minimum three (3) years of professional work experience in an HR or related/comparable role.
  • Requires ability to communicate complex concepts to audiences at all levels of the organization
  • Excellent communication and interpersonal relationship skills with the ability to build trust and rapport.
  • Data-driven decision making.
  • Stakeholder partnership and influence.
  • Process discipline and attention to detail.
  • Delivery focus and accountability.
  • Continuous improvement mindset.


Eligibility Requirements:

  • Must be legally authorized to work in the United States without restriction.
  • Must be willing to take a drug test and post-offer physical (if required).
  • Must be 18 years of age or older.

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