Global Industrial Relations Lead

hace 1 semana

Madrid, Madrid, España GSK A tiempo completo

Site Name:
UK - London - Brentford, Belgium-Wavre, France - Evreux, France - Saint-Amand-les-Eaux, Italy - Siena, Munich, Poznan Grunwaldzka, Spain - Madrid

Posted Date:
Mar


Industrial Relations is part of the overall Company ambition, contributing to achieving the GSK Thriving People ambition and advancing the Trust and Environmental, Social, and Governance (ESG) agenda coordinating with key stakeholders.

The intent is to mitigate operational and reputational risks while making a positive social impact, shaping GSK's progressive, employee-centric approach.


The Global Industrial Relations Lead at GSK plays a crucial role to ensure a constructive relationship between the company and employee collective representation bodies, including - but not limited to - unionized groups.


Although both roles work in close collaboration, this position is distinct from Employee Relations, which focuses on individual employee matters and issues involving non-represented employees or non-covered areas.


Key responsibilities:

  • Working closely with the Human Resources Leadership Team (HRLT), the Global Industrial Relations Lead will define and execute GSK's industrial relations strategy, ensuring its implementation through countries and businesses.
-
Key stakeholders of the Global IR Lead include Business Leaders, the HRLT, the Employee Relations Lead, the country HR and IR Leads (particularly US, UK and Belgium), and the EWC Chair.
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IR expertise: provides guidance to Country HR/IR Leads, HRBLs and Business Leaders on all IR related topics. That includes advising or recommending strategies for dealing with union campaigns for recognition or efforts to convert non-unionized sites or teams, as well as supporting local IR crisis management. A member of the GSK EWC, supporting the HRLT Chair, the roles provides guidance to all management representatives. Acts as the UK IR Lead for local negotiations.
-
IR capability build: identifies roles in country and in the business, where an IR capability is required, and ensures skills and succession plans are robust.
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Risk management: to support HRLT in their strategy deployment plan, builds a heatmap to identify countries with the biggest IR risk levels, using relevant criteria including inputs from the Employee Relations CoE. Defines the GSK expected IR standard and performs an annual assessment of the IR maturity level for each of those countries. Performs ad hoc local assessments of IR climate and provides guidance based on insights. Reviews the improvement plans proposed by Country HR/IR Leads vs standard. Gathers themes and concerns raised by employee groups on topics related to working conditions, analyzes insights from individual voice channels and other people data, to identify collective trends. Reports on a quarterly basis to the HRLT RMCB.
-
Change management: a member of the COB (Change Oversight Board), provides guidance to Country HR/IR Leads and Business HR Leads, during the preparation and implementation of key people plans (e.g., org changes, policy changes ). Works with the COB to provide HRLT with a map of forthcoming IR BAU and change related activities, that impact the implementation of HR strategy deployment over the year.

-
Operational IR:

  • UK IR Lead for union relations, including pay negotiations.
  • Secretary of the GSK EWC, supporting the Chair HRLT member and all management representatives.
-
Reward: in close partnership with the Reward CoE, coordinates (at any above country level) the preparation and progress of the local discussions/negotiations, ensuring alignment on the IR approach with the Country/IR Leads for multi country approaches that need a consistent above country overview.
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External engagement: defines and drives an annual plan to proactively contribute to regional global employer IR groups including peer companies and provides ad hoc updates to HRLT and EWC Chair. Represents GSK's interests in external IR related groups, ensuring the views of GSK make a difference externally. Benchmarks other companies' IR practices. Provides input into significant legislation changes to represent GSK's interests. Ensures that HR Country Heads work similarly in partnership with local IR groups.

Why you?:

Basic Qualifications:

We are looking for professionals with these required skills to achieve our goals:

  • Bachelor's degree in HR or Business Management
  • 15+ years' HR experience

Preferred Qualifications:

If you have the following characteristics, it would be a plus:

  • Ability to understand and analyze Industrial Relations
  • Knowledge of business goals and strategies related to HR
  • Knowledge to support the implementation of HR compensation plans, policies, and strategies
  • Ability to deliver innovative ideas
  • Strong relationship building abilities
  • Ability to deal with constant change and adapt to that change
  • Excellent communication skills

Why GSK?:

Our values and

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