We are partnering with a leading life sciences company that specializes in the development, production and marketing of pharmaceutical related product to appoint a Vice President, Human Resources, Global Operations. The organization is undergoing a broad restructuring program aimed at improving efficiencies and organizational capability and performance. With major production facilities worldwide, there exists a need for a seasoned HR leader with deep exposure to manufacturing to drive continuous improvement and change across a complex global platform with more than 15,000 people.
Reporting directly to the CHRO, and with a dotted line into the Global Head of Supply Chain and Operations, this is a critical role carrying unparalleled responsibility and influence. This position is a member of the HR leadership team, and a potential successor to the CHRO. It will oversee a team of HR business partners and will be responsible for developing and implementing an integrated people strategy for the business, including organizational design, leadership and talent development, succession planning, and employee engagement, development and retention. The role will contribute to the business strategy by helping client group leaders identify, prioritize and build organizational capabilities, behaviors, structures and processes. There will also be a significant transformation program relating to the relocation and reshaping of production facilities and resources to meet business demands. This is a critical role within the company, with a significant impact on defining the talent succession and organizational effectiveness strategy.
To be shortlisted for this opportunity, it is important to demonstrate a proven track record of success as a senior global HR leader for a large public company with a globally dispersed operations/manufacturing organization. Experience working in an operations function of a major FDA-regulated multinational would be a distinct advantage. A record of business partnering and driving influence through regional and country teams is essential, as well as an aptitude for working with and analysing data of all types. In-depth knowledge of strategies around talent acquisition, learning and development, employee relations, organizational development, change management, and diversity & inclusion is preferred. This is a complex and ambiguous environment and requires a leader who can deliver high-level strategy into practical solutions. There are very few roles in the market that carry this much responsibility and influence over an organization’s future state.
Posted on 02 Nov 2018