03 Jul 2018
We are working with a new global client in the Life Sciences space which specializes in developing cutting edge medical and healthcare solutions for its customer base. With global revenues of more than US$15 Billion and a population of 100,000 and growing, this organization is currently upgrading several key HR leadership roles across the region. One such position is the Director, Human Resources for its Global Manufacturing operations which carries responsibility for a key site of 1,000 employees in California.
Reporting to the Vice President, Human Resources for Global Manufacturing & Supply Chain Operations and dotted line to the VP Manufacturing. He/she will execute the HR strategy for a key site covering multiple products in line with the strategic and operational demands of the business. This will be a full services HR Business Partner role providing support to a 24/7 manufacturing facility. He/she will leverage the new three pillar HR operating model and work closely with CoEs to drive talent and performance management, learning and development, compensation and benefits and employee engagement reviews. There will also be more tactical elements such as employer relations, compliance and union avoidance training and oversight for health and safety programs. The career advancement opportunities for the right individual are excellent with larger scale regional or global roles and international relocation all possibilities.
The successful candidate will be an experienced HR Business Partner from an organization with and established three-pillar HR operating model (CoE, HRBP, HR Services). Tenure gained in a blue-chip multinational manufacturing environment in pharmaceuticals, industrial, chemicals, engineering or consumer goods industries is preferred. He/she will be able to demonstrate experience working in a matrixed organization supporting manufacturing plant environments. He or she must be able to blend a bigger picture approach with hands-on detail around processes and procedures and be willing to roll their sleeves up and guide the team when necessary. The site is non-unionized and so exposure to union avoidance training is beneficial. Strong communication skills and a track record of influencing stakeholders is essential. Of critical importance is to view this move not as a job but as the start of a career track within the organization; flexibility to relocate in future is essential.