Site HRBP Egypt

Site Name:* Egypt - Cairo, Egypt - Giza - Giza
Posted Date: Nov ‎4 ‎2022

Job Purpose
An embedded HR partner that diagnoses and implements the appropriate HR
solutions required to deliver the People Plan which supports business strategy
and improves business performance. In addition, to collaborate with and
navigate other areas of HR to deliver the right customer experience in
alignment with the HR Operating Model.
Key Responsibilities
* Lead employee engagement initiatives across site
* Deliver cultural change projects, site people, organizational changes, and workforce restructuring in line with the HRBL and business agenda
* Integrate a coaching approach into interactions with leaders and coach and build line manager capability to create a positive employee environment
* Build succession pipeline for key roles and support talent management
* Promote learning, leadership development and coaching opportunities with business leaders
* Partner with various HR delivery channels to support Site level initiatives and assist with delivery of HR projects.
* Support the SLT with ER/IR relationship management
* Understand the HR Risk environment, identify potential HR risks and escalate to appropriate parties to develop mitigation strategies.
* Leverage technology and HR systems to identify data and insights that support business strategy.
Why you?
Basic Qualifications:
Education and Experience:
* Bachelor and above -Area of Specialization (Human Resources Management or relevant majors)
* ‎5-‎8 years' experience
Key traits / competencies
*Business know- how:
* Understands the business context and external trends and applies that knowledge to deliver the people plan with site leaders.
* Has business and financial acumen, and is aware of the bottom-line impact of HR initiatives and prioritises on the basis of strategic impact, cost, risk, and short vs. long term trade-offs
Leading and delivering change:
* Drives the efficient delivery of diverse change projects in support of the Site strategy within a culture of continuous improvement through personal leadership, role-modelling GSK Values & Expectations
* Uses data and systemic thinking to diagnose key areas for change
* Understands the case for change and is able to communicate and excite the key stakeholders •Understands the ER and IR relations implications and other risks of change initiatives and adapts delivery accordingly to ensure best outcomes. Uses standard GSK change methodologies and coaches others in their application Ensures change is sustainable and embedded, and builds GSK's capability to lead change
* Champions and influences senior leaders to drive leadership / HR initiatives, people processes and systems.
Coaching leaders :
* Coaches and counsels Site leaders through insight, constructive feedback and challenge, delivered in a trustful way to enable the leader to be most effective
* and to ensure consistency with GSK values and expectations, driving business performance and effective organisational efficiency.
* •Increases line leader capability through building rapport, diagnosis of issues and identifying solutions •Encourages, supports and educates managers so that they can more effectively manage their people, including best use of standard HR tools, systems, processes, and interventions
* Influential and persuasive in terms of aligning the workforce and HR plan with business critical goals
* Is a role model; demonstrates GSK culture, advocates and uses coaching and has a developmental mindset.
* Has the courage to challenge positively, give constructive feedback and engage in real debate
* Develops others' coaching and leadership capability
Relationship Management:
* Able to build strong partnerships with leaders and deliver services in line with business needs
* Manages issues in a conciliatory, patient but determined manner, demonstrating appropriate challenge. Uses the issue to influence and embed GSK standard ways of working •Builds a strong network and credibility across HR as a role model, working across boundaries to meet the Sites needs
* Builds effective relationships with management teams, employees and employee representatives such as trade unions and works councils.
Technical:
Culture development
* Understands the Site plan, translates this into the desired culture in an engaging, inclusive way and reinforces through personal leadership, effective team work and use of GSK change framework
* Through data insight and evaluating the environment, influences site leaders to develop effective engagement strategiesz
* Identifies workforce initiatives which embed the desired culture
* Ensures inappropriate behaviors are dealt with in a direct, challenging and open manner
* Develops leaders' capability to understand how they impact and shift the culture
Building future capabilities and talent
* Develops and implements people plan focused on identifying required key capabilities, diagnosing gaps and developing interventions to address
* Has a strong understanding of external talent benchmarks and best practice to inform internal strategies
* Uses data and external insight to propose innovative ways of attracting and engaging talent
* Understands how to identify, manage and retain talent, including succession planning processes
* Develops leaders' ability to manage and develop diverse talent and supports leaders to create the right environment to support career and growth opportunities.
HR Service Delivery
* Operational activity
* Navigates GSK HR Model to deliver successful business outcomes
* Quickly builds understanding of business needs and identifies the appropriate HR solution supported by data and insights.
* Uses standard GSK tools and approaches to identify pragmatic HR solutions.
* Aware of the cost implications of any activity and looks for the most cost-effective option
Governance & Risk
* Understands GSK HR license to operate and applies this to HR activity to ensure risks are identified, mitigated, company reputation is protected and related fiduciary, legal and policy duties are carried out
* Keeps fully abreast of employment law and contextual issues that may impact GSK. Ensures that policies are implemented effectively and consistently across businesses
* Ensures that the spirit of GSK Values and policies is embedded through the design and application of HR practices
* Proactively identifies ER and IR underlying issues and takes appropriate action
* Feeds back ideas as to how to improve GSK policies and processes
Why GSK
At GSK, we have already delivered unprecedented change over the past four
years, improving R &D, becoming a leader in Consumer Health, strengthening our
leadership, and transforming our commercial execution. Now, we're making the
biggest changes we've made to our business in over ‎20 years. We 're on track
to separate and create two new companies in ‎2022: New GSK with a leading
portfolio of vaccines and specialty medicines as well as R&D based on immune
system and genetics science; and a new world-leading consumer healthcare
company of loved and trusted brands.
With new ambition comes new purpose. For New GSK, this is to unite science,
talent and technology to get ahead of disease together - all with the clear
ambition of delivering human health impact; stronger and more sustainable
shareholder returns; and as a new GSK where outstanding people thrive.
Getting ahead means preventing disease as well as treating it. How we do all
this is through our people and our culture. A culture that is ambitious for
patients - so we deliver what matters better and faster; accountable for
impact - with clear ownership of goals and support to succeed; and where
we do the right thing. So, if you 're ready to improve the lives of
billions, join us at this exciting moment in our journey. Join our challenge
to get Ahead Together.
GSK is a global biopharma company with a special purpose - to unite science,
technology and talent to get ahead of disease together - so we can positively
impact the health of billions of people and deliver stronger, more sustainable
shareholder returns - as an organisation where people can thrive. Getting
ahead means preventing disease as well as treating it, and we aim to impact
the health of ‎2.5 billion people around the world in the next ‎10 years.
Our success absolutely depends on our people. While getting ahead of disease
together is about our ambition for patients and shareholders, it's also about
making GSK a place where people can thrive. We want GSK to be a workplace
where everyone can feel a sense of belonging and thrive as set out in our
Equal and Inclusive Treatment of Employees policy. We're committed to being
more proactive at all levels so that our workforce reflects the communities we
work and hire in, and our GSK leadership reflects our GSK workforce.
Contact information:
You may apply for this position online by selecting the Apply now button.
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