The HR Business Partner Talent Engagement balances strategic HR business partnering with end-to-end talent acquisition leadership and talent & development expertise. Partnering with senior leaders, the role translates business priorities into integrated people and talent strategies, builds strong pipelines, delivers high-quality hiring outcomes, and drives capability building, succession, and culture change. It provides trusted HR advisory across policy, performance, and employee relations, while enabling an inclusive, high-performance culture that supports nearterm delivery and future growth.
Key responsibilities
- Strategic people and talent partnership: Align people and talent plans with business objectives; define success profiles, capability needs and hiring priorities that underpin strategy execution and growth.
- Workforce planning and market insight: Forecast demand; evaluate build/buy/borrow options; provide labor market intelligence on availability, compensation, skills supply, and location strategy to inform decisions.
- End-to-end talent acquisition: Lead sourcing, screening, interviewing, assessment, preselection, offers, and hiring administration; ensure speed, quality, and an equitable candidate experience that reflects our values.
- Employer brand and recruitment marketing: Shape onbrand recruitment communications and content; manage job boards and digital channels; track source effectiveness and optimize spend and channel mix.
- Candidate experience and process excellence: Standardize selection frameworks and assessments; streamline touchpoints; monitor funnel metrics (timetofill, qualityofhire, source ROI, candidate satisfaction) and drive continuous improvement.
- Diversity, early careers, and pipelines: Embed inclusive hiring practices; partner on campus and targeted programs; measure representation and adjust tactics to improve diversity outcomes and earlycareer pipelines.
- HR advisory and manager coaching: Serve as a goto for HR policy and practice; coach managers on performance management, employee relations, compensation and benefits considerations, and risk mitigation within hiring and development decisions.
- Talent and development strategy: Integrate talent acquisition, leadership development, succession planning, inclusion and diversity, and workforce planning into cohesive talent strategies with HR COEs and business leaders.
- Learning needs diagnosis and solutions: Identify capability gaps using data and business insights; design and deploy practical learning and development solutions (e.g., team effectiveness, engagement, change, culture, innovation) tailored for local impact.
- Talent reviews, succession, and mobility: Run outcomesfocused talent reviews; assess potential; translate insights into interventions that build pipelines for critical roles, strengthen succession, and mobilize talent across readiness levels.
- Budget and governance: Own learning budget; prioritize investments for business impact; ensure compliance with HR policies, local regulations, and quality standards across TA and T&D activities.
- Change and culture enablement: Support cultural change plans; integrate HR interventions to reinforce desired behaviors, inclusion, and performance outcomes.
- Stakeholder and vendor management: Partner with HR centers of excellence and business leaders; manage agencies and outsourced partners with clear SLAs, performance tracking, and continuous improvement.
- Data, insights, and continuous improvement: Use people and talent analytics to inform decisions; share best practices; consolidate processes where appropriate; run experiments to improve efficiency, equity, and quality across HRBP, TA, and T&D.
Qualifications
Essential
- Education: Bachelor's degree (or equivalent).
- Experience: Proven HR business partnering experience combined with endtoend recruitment leadership in complex, matrixed environments.
- Talent acquisition: Experience managing global recruitment channels, employer branding, recruitment marketing, and delivering measurable improvements in speed, quality, and candidate experience.
- Talent and development: Demonstrated success diagnosing learning needs and designing/delivering development interventions; experience running talent reviews, succession planning, and building critical role pipelines.
- Coaching and change: Ability to coach leaders on HR policy and practice; implement change and culture initiatives; influence across direct and matrixed structures.
- Data and communication: Skilled at distilling complex ideas using data and business insights for diverse stakeholders; able to translate analytics into action.
Desirable
- Education: Master's degree or postgraduate qualification/certification in HR, talent management, or learning and development.
- Industry: Experience in pharmaceutical/biotech or shared services/global capability centers.
- Systems: Proficiency with applicant tracking systems, CRM, and learning management systems; comfort with people analytics tools and dashboards.
Success profile
- Futurefocused and outcomeoriented: Crafts a compelling people and talent vision tied to business goals and delivers measurable results.
- Inclusive talent steward: Champions I&D in hiring and development; builds equitable processes and diverse pipelines.
- Operational rigor with strategic agility: Balances nearterm hiring needs with longterm capability building and succession.
- Trusted advisor and collaborator: Builds credibility with leaders, HR COEs, and external partners; navigates ambiguity and matrix environments effectively.
