Site HR Lead

Hello. We’re Haleon. A new world-leading consumer health company. Shaped by all who join us. Together, we’re improving everyday health for billions of people. By growing and innovating our global portfolio of category-leading brands - including Sensodyne, Panadol, Advil, Voltadol, Theraflu, Otrivin, and Centrum - through a unique combination of deep human understanding and trusted science. What’s more, we’re achieving it in a company that we’re in control of. In an environment that we’re co-creating. And a culture that’s uniquely ours. Care to join us. It isn’t a question.

With category leading brands such as Sensodyne, Voltadol and Centrum, built on trusted science and human understanding, and combined with our passion, knowledge and expertise, we’re uniquely placed to do this and to grow a strong, successful business.

This is an exciting time to join us and help shape the future. It’s an opportunity to be part of something special.

About the role

An integral member of the Manufacturing Site Leadership Team (SLT), the Site HR Lead acts as the HR Business Partner to the Site Director (SD) and Trusted Advisor to the Site Leadership Team (STL) to support the delivery of the business priorities through high quality and robust People Plans and programmes. The key accountabilities include defining the strategic People Plan, identifying operational priorities and ensuring tactical delivery.

The Manufacturing Site HR Lead may also serve as a member of a wider in-country HR group and work with other areas of HR to deliver effective solutions in line with local and global standards and policies.

Key responsibilities

This role will provide YOU the opportunity to lead key activities to progress YOUR career, these responsibilities include some of the following:
- Develop and implement a strategic ‘people plan’, leveraging data and KPIs, that supports the site’s long-term strategy with a strong focus on Culture, Inclusion & Diversity, Talent Management, Leadership Development and Capability Building.- Typical Capability Development priorities include (but are not limited to): development & implementation of a site training plan, support for leadership development and developing a High Performing Teams culture, delivery of ‘Early Talent’ Programmes, including support for the Future Leader Programmes and the delivery of the Site resourcing plan- Drive the Talent Management agenda by ensuring that regular Talent Reviews are conducted, 9-box ratings are updated, and robust Succession Plans are in place for SLT, SLT-1 and SLT-2 (key roles), working with the wider CHQSC HR team to augment succession plans with key talent from within the network and externally, where required-
- Working with the SD and SLT, diagnose and drive delivery of impactful people and culture initiatives as well as organisational changes to support business priorities- Partner with the SD to assess and deliver HR interventions at SLT level- Partner with the Finance Director and Operations Directors to ensure headcount is aligned with budget and work with them on solutions to optimise headcount- Drive organisational changes to ensure site organisation is optimised and supports the site strategy, anticipating and managing potential ER/IR issues- Drive and support site engagement agenda to improve employee engagement including coaching and building line manager capability to create a positive work environment- Act as the key point of contact for all Employee Representative Bodies e.g. Works Council, Trade Unions and ensure any Collective Bargaining Agreement is adhered to- Resolve complex ER/IR issues and implement strategies to reduce such issues and enhance performance.- Respond to complex, escalated queries around HR policies, labour law, processes and ways of working- Leverage global Inclusion & Diversity, employee wellbeing and other employee programmes to support the site culture- Deploy and, where needed, adapt initiatives developed by the HR CoEs, HRBLs and People Services- Leverage the Regional People Services Hubs, HR technology and global processes to drive efficient and standardised operational activities- Understand the HR Risk environment, identify and mitigate potential HR risks- Act as Coach to the other members of the SLT to support their development as Business Leaders.

Qualifications and skills Essential

Education:
- BA or equivalent, in the areas of specialization in Human Resources, Employee Relations, Learning & Development.- Master in Human Resources is a plus. Experience:
- Experience of leading HR programmes and change projects that drive culture change, build organisational capability, reduce complexity and cost.- Experience of successfully developing and implementing robust employee engagement initiatives- Demonstrated leadership of an HR Team, preferably within a Manufacturing or complex single-site environment- Proven track record in HR business partnering to senior level stakeholders (Dir