At Elanco (NYSE: ELAN) – it all starts with animals!
As a global leader in animal health, we are dedicated to innovation and delivering products and services to prevent and treat disease in farm animals and pets. We’re driven by our vision of ‘Food and Companionship Enriching Life’ and our approach to sustainability – the Elanco Healthy Purpose – to advance the health of animals, people, the planet and our enterprise.
At Elanco, we pride ourselves on fostering a diverse and inclusive work environment. We believe that diversity is the driving force behind innovation, creativity, and overall business success. Here, you’ll be part of a company that values and champions new ways of thinking, work with dynamic individuals, and acquire new skills and experiences that will propel your career to new heights.
Making animals’ lives better makes life better – join our team today!
Position Description:
The HR Director is responsible for supporting the business strategy by developing and delivering the people strategy in BeNeNoSASSA countries: Belgium, Denmark, Netherlands, Norway, Sweden, South and Sub-Saharan Africa, (including regional/ global resources in the Affiliate and “non-presence” countries). This role will focus on partnering Elanco business leaders in the respective Affiliates, in attracting, retaining, and developing talent whilst building high performing teams.
This role will be responsible for total HRBP spectrum comprising:
Partners with respective business leaders and various Centres of Excellence (COEs) to develop the business strategy and corresponding HR strategy.
Partners with respective business leaders to provide coaching and develop strategies to proactively manage the retention and development of key talent including current and future leadership talent.
Advises and influences business leaders to ensure the region is appropriately designed to achieve its strategic and operational business objectives.
Advises and influences site leaders to ensure that core HR processes are leveraged for behaviour change with employees and influences the central HR COEs by providing perspectives and needs of the business group for consideration in developing the programs and processes
Lead and manage the BeNeNoSASSA HR Business Partner team, ensuring essential goals are met, local HR programmes are implemented and relevant processes are followed.
This role will report directly to the Executive Director EMEA/Canada while supporting various Commercial and Functional leaders within BeNeNoSASSA.
Functions, Duties, Tasks:
1. Thought Leadership and Strategic Partnership in Talent Management and HRM strategies
Partner with respective business leaders and various COEs to develop the regional business strategy and corresponding HRM strategies while leading a team of Affiliate HRBP in the region. This includes coaching line management, enhance culture and team engagement, building capabilities, design competitive reward strategies, organization design and various specific projects in support the business re-organization/realignment/integration, while ensure a cohesive, safe, collaborative working environment in the Affiliates through effective team-building activities and employee events.
Identify, analyze and interpret those influences and changes in the internal and external environment and their impact on HRM strategies, objectives, and policies & practices.
Utilize metrics, trends, and data to ensure positive impact to the workforce. Provide “voice of the employee” to site leadership team.
2. Organization and Talent Development
Drive and facilitate the Success Management and Talent Review.
Execute agreed Organizational and Talent Development Plans.
Facilitate the Potential Calibration meeting for lead team, cluster talent and HR team.
Support HR team in the designing and executing of actionable, robust development plans.
Build and develop a competitive organizational design and culture.
3. Performance Management
Drive and champion the Performance Management framework.
Coach supervisors in managing high and low performers.
4. Learning and Development
Conduct a training and development needs analysis, design and facilitate the delivery of a comprehensive training and development plan.
Cultivate a development culture and build a learning organization.
Work collaboratively with the Learning & Development team to leverage the central program and foundation for leadership development in Elanco.
5. Compensation and Benefits
Facilitate the annual salary review process and ensure reward differentiation of individuals through supervisors.
Work with Compensation & Benefit CoE to propose and design reward and recognition strategies aligned with policies and principles.
Leverage C&B as a competitive advantage to attract and retain talent.
6. Headcount Planning and Recruitment
Contribute to the Annual Business Planning and Budget process through managing the headcount and people costs.
Understands the labor market, sources, and attracts the right talent.
Enable HRBP hiring efficiently by training and coaching them.
Facilitate and enable HRBP to induct/new employee orientation program and on-board programs for new employees.
7. Policies and Practices
Ensure compliance and communication of Elanco Code of Conduct and other local HR policies (of the legal entity) to all employees.
Interpret and coach Lead Team on company policies and practices.
Labor Relations (Works Council/Union) – ensure the existence of strategic partnership with employee representatives to create solutions and respond to issues.
Work with key owners to ensure controls and compliances are in place and in line with corporate guidelines while adhere to all local country regulations. Proactively establishes policies and procedures to add value to current system/process.
8. HR Investigation/Discipline
In charge of Country Investigation Management and in particular compliance with external rules/applicable laws and regulations and internal policies and procedures, including, but not limited to the investigation Policy and Guidelines.
Assist management in the coordination and supervision of the training on matters related to the Discipline, Staff Handbook and Guidelines and give clarification on interpretation issues and set up and maintain a database on complaints and requests for information in cooperation with E&C Officer.
Ensure timely and correct handling of requests for guidance relating to the investigation and discipline Guidelines.
9. Organization Diagnosis, Intervention Design, and Change Management
Leads continuous improvement in process, team effectiveness, communication, training, and culture.
Provide the people related data and analysis that drives operational effectiveness improvements.
Ensure the leadership team has identified critical organization capabilities needed to execute the business strategy. Participate as a member of the business planning processes.
Ensure the Affiliate has a change agenda that identifies organizational and people-related changes needed to achieve long-range and business plan objectives including critical organizational capabilities.
Lead the change agenda through planning, developing, and implementing the changes through the leadership team.
Develop an effective change management plan for significant strategic changes in the organization including communications, training, employee involvement strategies, and change leadership.
Minimum Qualification (education, experience and/or training, required certifications):
Degree in Human Resource Management or equivalent from reputable university
10+ years of Human Resource experience in either HR Generalist or Specialist roles preferably from a medium to large multinational company in the AH/Pharma industries
Desirable: 8+ years of HR Leadership experience.
Solid knowledge of employment law, Recruiting, C&B and/or Organization Development philosophy and practice along with HR professional ethics. Proven track record in the areas of HRM strategies, recruitment, performance, reward, and organisational development.
Excellent interpersonal skills to handle sensitive and confidential information/situations and able to network effectively across groups and levels.
Demonstrates strategic thinking capability and apply good judgment across diverse/complex issues.
Demonstrates the ability to coach and influence senior leaders.
Ability to work under pressure and compliance with strict deadlines, including additional hours where required. Able to prioritize and work with conflicting priorities.
Advanced knowledge of MS Excel, Word, PowerPoint, Workday.
Fluency in English is essential.
Additional Preferences:
Core competencies
Influence: Builds relationships and influences internal and external customers, Team player.
Accountability: Accountable for Results, Good multiple-tasking focus, Strong follow through and closure of matter/case.
Thinking capability: Analytical, Strategic, Creative, Good business judgment/knowledge
Working Style: Persistence and Stability, Results Orientation, High learning agility, Proactive and fast response/having sense of urgency, , Attention to details and adherence to guidelines.
Values: Respect for People, Integrity and Excellence.
Change mindset: Expected to play a key role in transformational change initiatives in the company (in merger & acquisition integration) and be effective/practical in support of daily business work.
Personal Brand: Resourceful, Assertive, Self-motivated, and Energetic.
Other Information:
Travel approximately 15% of the time, to meet affiliates' needs.
Location: Based in the cluster, preferably in Netherlands.
