About the Job

We are an innovative global healthcare company with one purpose: to chase the miracles of science to improve people's lives. We're also a company where you can flourish and grow your career, with countless opportunities to explore, make connections with people, and stretch the limits of what you thought was possible. Ready to get started?

The People Business Partner works as a strategic business partner and advisor that supports the country or region leadership team and local business leaders for a designated business unit or function working in close partnership with leaders contributing to the development of the business strategy and being accountable for its effective implementation within the respective client scope. Focus is on delivering local initiatives aligned with GBU or GF objectives.

• People Strategy: Bring to life the global people strategy and employee value proposition by advising, coaching, and influencing business leaders/leadership teams.
  
• Talent Management: Drive the talent agenda with local business leaders, coaching leaders to assess talent and build quality succession plans. Lead the talent management process for leadership teams and partner with them to plans to retain and develop top and emerging talents of the organization. Ensure robust and actionable succession planning for critical roles. Drive achievement of GBU or GF talent KPIs to better achieve our goals on diversity, gender balance, and cross-moves.
  
• Organizational Change: Coordinate and manage business/organizational changes in country (e.g., mergers, acquisitions, divestitures) in conjunction with other GBU or GF People Business Partners, cross-functional stakeholders, and delivery/execution through the People Excellence team. Champion our change management methodology and coach leaders on managing and sustaining change in the organization.
  
• Organizational Development: Support the business in organizational transformation while ensuring best practices are observed in organization design to promote effectiveness, flexibility, and competitiveness. Enable business team effectiveness by partnering and coaching leaders on role modeling leadership behaviors and capabilities in line with Play to Win.
  
• Culture, Diversity, Equity & Inclusion (DE&I) and Change Management: Promote Sanofi DE&I and culture through in country initiatives. Coach & support business leaders to sustain the Play to Win culture transformation. Be a role model of the values and behaviors for the new ways of working.
  
• Strategic Workforce Planning (SWP): In partnership with the Global COE, contribute to the SWP process for the GBU or GF by providing a country and business view into the development of SWP diagnoses, capability gaps, sizing, and competitive landscape considerations, etc. Support the business to build specific action plans to build the right capabilities and critical competencies for now and the future.
  
• Talent Acquisition (TA): Proactively address current and future talent needs to ensure business sustainability and growth. Partner with TA CoE to attract top talent and develop an effective sourcing strategy and resource pipeline. Challenge the business on hiring to ensure we are pushing for diversity and hiring the best of the best.
  
• Performance and Compensation Management: Oversee annual performance management and compensation cycle. Lead the process with business leadership teams and execute for employee base in partnership with People Excellence team. Ensure that Reward and Performance (including mobility) policies are leveraged pushing for performance differentiation, competitiveness, and potential development. Partner with Rewards and Performance COE and People Excellence on any ad hoc matters including ad hoc compensation changes, visas, mobility, etc.
  
• Project Management and Delivery: Work on GBU or GF priorities in country determined by GBU or GF HR Leadership. Coordinate and manage the in-country projects to overcome people challenges or build capabilities (aligned to GBU or GF).
  
• People Manager Development: Hold managers accountable to lead and develop their people - through facilitated development activities and use of online tools. Champion the usage of self-service, people manager actions, and people manager ownership and accountability of activities through the people management life cycle.
  
• Learning & Development (L&D): Together with Business Leaders and relevant CoE, define, develop, and implement L&D initiatives to support the realization of employees' individual development, and to develop capabilities across the organization to enhance performance. Partner with the Learning COE to understand and deploy current solutions; support the design of customized solutions where applicable.
  
• Insights: Leverage local people insights (from People Excellence or the Analytics COE) to generate facts, insights, and the voice of the client to support local initiatives/projects and action planning e.g., People Survey.
  

• Bachelor's degree or higher.
  
• 10+ years' experience in HR and/or relevant experience with multinational matrixed corporations. Prior international experience is an asset.
  
• Strong business acumen with the capacity to quickly understand business goals and challenges and translate them into relevant solutions.
  
• Experience with deploying frameworks, models, and methodologies and putting them into practice in a practical way with the business e.g., OD, change management, talent management, SWP, etc.
  
• HR consulting and project management experience a plus.
  

• Bring the miracles of science to life alongside a supportive, future-focused team.
  
• Discover endless opportunities to grow your talent and drive your career, whether it's through a promotion or lateral move, at home or internationally.
  
• Enjoy a thoughtful, well-crafted rewards package that recognizes your contribution and amplifies your impact.
  
• Take good care of yourself and your family, with a wide range of health and wellbeing benefits including high-quality healthcare, prevention and wellness programs and at least 14 weeks' gender-neutral parental leave.