SR AD, HRBP and HR Operations

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 Senior Associate Director, Human Resource Business Partner and Human Resources Operations (SR AD, HRBP & HR Operations) serves as a strategic advisor and trusted HR partner to several senior CMC leaders, including Finance, Legal, Public Affairs, Human Resources, Business Support Center, and Regulatory Affairs/Pharmacovigilance (RA/PV). This role translates business priorities into integrated people and organizational strategies, providing leadership across organizational effectiveness, workforce planning, talent and succession, leadership development, performance, engagement, culture, and change. This role also serves as HR Business Partner for the U.S. Animal Health HR organization ("HR for HR"), partnering with the HR leadership on the organizational, talent, capability, and workforce needs of the HR function itself.

As a member of the Animal Health HR Leadership Team (AH HRLT), the SR AD, HRBP & HR Operations also plays a key role in advancing the broader U.S. Animal Health HR strategy and agenda. In close partnership with the HR Leadership Team, the incumbent helps translate priorities into execution, strengthen alignment across the HRLT, connect work across HRBPs and COEs, and ensure disciplined follow-through on key decisions and commitments. This role operates with a high degree of independence and requires strong business acumen, enterprise thinking, judgment, and the ability to influence and connect across multiple senior stakeholders and organizational boundaries.

Duties & Responsibilities

• Function as an internal consultant to leaders in achieving business goals.
• Advise and guide management on organizational effectiveness, especially the alignment of processes, systems and people.
• Organizational health, culture, workforce engagement and environment: Accountable for enhancing the company culture, analysis of the organizational health and engagement on a regular basis (e.g. survey) incl. measurement and link of the outcomes with operational results
• Partner with the business leaders to drive strategic human resources initiatives that support business goals.
• Build organizational capabilities.
• Organizational design & effectiveness: Accountable for ensuring the right organizational design, processes, skills sets and people behaviors.
• Broker and maintain relationships with key executive stakeholders at the local, regional and global level.
• Broker the relationship with leaders for key COE services (Culture & Engagement, Total Rewards, TLO, HR@GBS) ensuring efficient and effective services are provided to meet the needs of the US businesses while supporting opportunities to harmonize across.
• Implementing HR solutions developed by COEs providing feedback to CoEs and GBS during design or implementation phase, ensuring adherence of the business to (global) standards and piloting local stakeholders’ engagement (works councils, leaders, employees…) via robust communication/ implementation plan
• Ensure applicable employment laws, regulations, policies, procedures, and systems are in place to minimize employee relations problems and, when faced with violations of policy, those incidents are handled professionally and with minimal risk to the corporation (in concert with ER&C).
• Partner with HR Directors and HRLT members to translate strategic priorities into coordinated action, strengthen alignment and collaboration across HRBPs and Centers of Excellence (COEs), and drive disciplined execution and follow-through on key decisions, commitments, and initiatives.
• Serve as a strategic advisor to the SVP of Human Resources, driving integration, prioritization, and execution of the HR leadership agenda.
• Establish the governance and operating mechanisms required to translate strategic priorities into coordinated action, facilitate effective executive decision-making, connect work across the HR organization, and ensure accountability and discipline follow-through on the function's most critical business and people priorities.

Strategic Workforce Planning incl. budgeting:

• Accountable for qualitative outcome and execution of local workforce planning, considering the business/function strategy and external environment
• Highlighting the critical skills, skills mix, skills shortages and overages, geographical mix, and workforce mix (owned / contingent)
• Matching the current and future business needs
• Ensuring having the right people at the right time and the right place

Accountable for qualitative outcome and execution of:

• Translating strategic business needs into talent and development action plans; in line with business strategy
• Identifying talents across the businesses and steering their development, in support of leaders 
• Creating the conditions for continuous development of performance and engagement through the elements such as recruitment, development, remuneration and career path
• Managing a global talent pool that serves succession plans and develops the future leaders of BI
• Contribute to the development and execution of the broader U.S. Animal Health HR strategy and priorities.

Requirements

• Bachelor’s degree (or similar degree) in Business Administration, HR Management or similar discipline. Master degree preferred
• Minimum eight (8) years of progressive Human Resources experience, including at least two (2) years in an HR Business Partner/HR Generalist, Organizational Development, or related strategic HR capacity, with demonstrated experience working with senior leadership.
• Knowledge of HR disciplines include talent selection and development, workforce planning, compensation, benefits, performance management, and employee relations.
• Experience working cross-culturally with diverse colleagues in a global environment required.   Global assignment experience is highly preferred.
• Demonstrated success working in a Matrix environment regionally and globally within the HR function and across the business functions
• Strong project leadership ability required.
• Strategic thinking ability, and strong business judgment connecting human resources with the business strategies and goals;
• Influencing, relationship building, and effective facilitation and change management skills;
• Address organizational culture and include culture considerations on each decision taken.
• Excellent communication skills with the ability to build rapport with management and employees and contribute to all aspects of the organization.
• Strong ability to act and strong influencing skills
• Demonstrated track record of success in Labor Relations and the collective bargaining process

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.