Summary
About the Role
Key Accountabilities
- Partner and coach managers and associates on people processes and moments that matter for employee.
- Drive P&O initiatives aligned to the overall people strategy, including DE&I, governance of role evaluations, and embedding corporate culture initiatives within assigned business (e.g., hybrid working, Performance Management Cycle).
- Use data and analytics to identify risks, trends and inform business decisions.
- Enhance quality, efficiency and continuous improvement across people partnering processes.
- Leverage stakeholder feedback to improve key employee experiences.
- Understand and implement process enhancements to meet evolving business and employee needs in a complex eco system.
- Ensure compliance with local employment norms and regulations; act as first point of escalation for day‑to‑day P&O matters.
- Lead country-level transformations, consultations with works councils/unions, and restructuring activities for the assigned business groups.
- Execute organizational changes in line with local policies and governance.
- Manage internal mobility and movement processes.
- Promote knowledge-sharing and idea exchange across the P&O network.
- Provide credible guidance to leaders and associates on the People topics
- Collaborate with Business Partners and COEs for driving business specific interventions as needed
- Build strong relationships across the P&O community to support continuous improvement.
- Lead inclusion, psychological safety, and onboarding design for the respective business
Key Performance Indicators (KPIs)
- Effective use of data and analytics to provide business insights and drive decisions.
- Demonstrate simplification and optimization of people partnering processes.
- Compliance with global standards, risk thresholds and audit requirements.
- Successful delivery of P&O initiatives within agreed scope, timelines, cost and quality.
- Effective oversight of FTE, operational costs, budgeting and SLA compliance.
- Hands on experience in MS Excel and PowerPoint.
Work Experience
- Full time MBA in HR or equivalent degree
- 4-8 years of HR experience with 4+years in HRBP role (if candidate is from Tier 1 institute)
- Functional breadth across people processes.
- Ability to connect the dots to arrive at big picture and drive people initiatives in a complex environment.
- Experience leading large and/or diverse multi-functional teams.
- Strong project and operations management capability.
- Ability to represent the organization and collaborate across boundaries.
Skills
- Stakeholder Management
- Business Acumen
- Change Implementation
- Coaching
- Critical Thinking
- Data Analysis & Reporting
- Empathy
- Employee Lifecycle Management
- Employee Relations & Engagement
- Influencing
- Matrix Collaboration
- Operational Excellence
- Performance Management
- Project Management
- Resilience
Languages
- English
Why Novartis: Helping people with disease and their families takes more than innovative science. It takes a community of smart, passionate people like you. Collaborating, supporting and inspiring each other. Combining to achieve breakthroughs that change patients’ lives. Ready to create a brighter future together? https://www.novartis.com/about/strategy/people-and-culture
Benefits and Rewards: Learn about all the ways we’ll help you thrive personally and professionally.
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Novartis is committed to building an outstanding, inclusive work environment and diverse teams' representative of the patients and communities we serve.
Accessibility and accommodation
Novartis is committed to working with and providing reasonable accommodation to individuals with disabilities. If, because of a medical condition or disability, you need a reasonable accommodation for any part of the recruitment process, or in order to perform the essential functions of a position, please send an e-mail to [email protected] and let us know the nature of your request and your contact information. Please include the job requisition number in your message.
