POSITION PURPOSE

The primary purpose of this role is to lead the market people strategy (talent and culture) and execution in an effective, efficient & innovative manner that meets the needs of local business and in alignment to blue print.

Key focus areas include:

HR STRATEGY

Design, lead and execute an impactful HR plans that align with the needs of the commercial BU¡¯s, enabling & platform functions in market.

COACHING

Playing an active role in coaching and change management in the business and within HR.

GLOBAL & REGIONAL HR ALIGNMENT

Ensure effective partnership and alignment with relevant global & regional HR stakeholders to embrace and bring an enterprise, corporate perspective to the decision making related to market investments and activity. Leverage assets from HQ and other regions for the benefit of the local market.

HR OPERATIONS

Responsible to actively embed the global HR operations direction in market working in close alignment with HR operations in market.

TRANSFORMATION

Facilitate the competitive advantage through culture and provide game-changing innovations to build new capabilities and add value to the business.

ROLE RESPONSIBILITIES

Core HR Client Facing Deliverables.

Develop people and culture plans to align & meet local business needs as well as global strategy requirements in alignment with HR Leads and regional business leaders.

Working in close connection with HR Leads, BU & Regional Presidents to understand the business requirements and strategies to determine and facilitate change management & effective & efficient implementation in market of global, regional initiatives.

Support the Country Leadership on designing and establishing the right culture, based on Pfizer engagement results. Partner with Country Leadership (BU Leads & Functional Leads) to build colleague engagement.

Ensure managers have a solid understanding of the different levels of support available to them, and coach them accordingly, such as: on-line resources, HR service center, and/or BOS client facing face-to-face counseling/coaching.

Lead the Diversity & Inclusion initiatives in market in alignment to global strategies. Making connections with advanced regions to learn new practices and bring those back to market. Coach and support organization with diversity and inclusion initiatives. Align initiatives to TOPS strategy and local legislation. Representing the organization externally on these initiatives to help HRD build positive reputational impact for Business.

Leading implementation of COE plans, actions and strategies in market.

Facilitate meaningful opportunities for leaders in the business to understand Pfizer¡¯s performance management philosophies. Coach leaders on overall Performance Management strategy including performance improvement coaching in alignment to local labour laws.

Assist C&B team to lead the compensation benchmarking process coach leaders in compliance with global guidelines and Pfizer Compensation Philosophy. In addition providing inputs to the compensation programs based on local market practices.e.g. Enterprise Agreement negotiations feasibility of colleague benefits programs Policy reviews based on market legal requirements.

Play an active role in audit programs for payroll, HR operations and business as applicable.

Ensure all operational deliverables meet internal and external governance, corporate compliance and satisfy the highest reputational standards.

Global mobility/regional/global transfers – provide coaching and support for Managers and Colleagues with international moves.

Facilitate needs assessment at a local market and partner with the L&D COE to design and develop programs to address local needs. Promote and support Power to Learn resources with line managers and employees. Maximize the potential of global programs.

Mergers & Acquisitions

Leading the local market HR aspects of M&A programs including company restructuring working in close partnership with global, regional and local stakeholders.

Designing and implementing local change management plans in alignment to local requirements including legislative needs such as unions, work councils and in meeting with global direction and guidelines.

Being accountable to assessing market risks and opportunities and being able to find solutions working with key stakeholders in business and HR.

Change Management

Playing an active role in market to lead the change management of programs and business strategy in meeting with global direction of company.

Finding new and innovative ways to embed change at a market level and with the leadership teams.

Being able to define specific risks and work with key regional and global stakeholders in order to lead change management.

Being an active player in the HR team supporting the HR Lead with key change management programs.

Employee Relations

Provide leadership with employee relations negotiations including unions, work councils as relevant in market.

Manage employee relations and compliance investigations and oversee remediation action where applicable. Work closely with the following stakeholders ER Lead for Region, Global Employment Law and Compliance 

Investigation Teams.

Oversee efforts in building management capability to facilitate an effective employee relations environment by providing advice and counsel to market and regional leaders and line managers.

Ensure the HR team is up-to date with global, regional employee relations processes and alignment to these processes.

Play an active role in the IDM region employee relations network.

Drive global standardization, alignment and operational efficiency

Lead maximizing the potential of WorkDay

Align and deliver Global HR strategies.

Participate in the ongoing review of HR processes and make recommendations for process efficiencies.

Lead implementation of policy reviews as required ensure market practices enable Pfizer to be a great place to work.

Working in partnership with local HR Operations teams.

QUALIFICATIONS

Bachelor¡¯s Degree essential. Higher qualifications will be highly regarded.

8-10+ years relevant experience is required

Strong HR working knowledge and experience deeply aligned to business is essential.

Strong communication skills, written & verbal is an essential requirement

Deep experience in Change Management, leading transformation is a key requirement in this role.

Proven track record in Project Management and exceptional stakeholder engagement

Proven business acumen and be willing to invest time to continuously be on top of the evolving business.

Doing HR with Courage – having the ability to lead tough conversations, and having the confidence in challenging business decisions or behaviors that are inconsistent with the people strategy, philosophy and/or culture.