Global consumer health: HR Business Partner (Taipei)

Culture Development:

• Support HRBLs in understanding the business agenda, purpose and behaviors and be able to translate it into the desired culture in an engaging, inclusive way. Reinforce through personal leadership, effective teamwork and use of the Change Framework. Develop leaders' capability to understand how they impact and shift the culture.

Succession Planning and Talent Management:

• In Partnership with HRBLs to understand and coach leaders to identify, manage, and retain strong diverse talent. Coach leaders to effectively and intentionally lead succession planning processes and identify, develop, and retain employees to reach their full potential. Align succession planning and talent management to the overall workforce strategy.

Leading and Delivering Change:

• Understand the current and future needs of the business and use data and systemic thinking to diagnose key areas/opportunities for change while using tools and processes to formulate integrated solutions designed to help employees embrace and embed change in order to achieve the desired business outcomes.

Leadership Development and Coaching:

• Support applying insights to coach and counsel business leaders, driving performance and effective organizational alignment.
• Provide input, constructive feedback, and healthy challenge in a way that builds trust and enables the team and individuals to be most effective in their roles.
• Develop others' coaching and leadership capabilities.

Organizational Design and Development:

• Support the partnership with the business to identify opportunities within their lines to improve organizational effectiveness.
• Identify and improve how an organization channels resources, defines structure, jobs, and work processes, motivates performance, and shapes the patterns of informal interactions and relationships as a key enabler of business strategy.
• Use data and analytical tools to understand the business, identify opportunities for improvement, assess potential solutions, and monitor achievement of benefits.

Workforce and Strategic Capability Planning:

• In partnership with business insight to diagnose present and future capability gaps. Utilize understanding of external benchmarks and best practices to inform internal strategies and propose innovative ways of attracting and engaging talent.
• Develop and implement optimal workforce plans focused on key strategic capabilities required to drive the business.

HR Governance and Risk Management:

• Support in understanding clear operating principles, structure, accountabilities and apply to HR activity to ensure HR risks are mitigated, company reputation is protected and related financial, legal and policy duties are carried out. Manage escalations and supports the business to create a positive employee environment.

Reward and Retention Strategy:

• In partnership with Reward/Compensation experts, apply business acumen and sound judgement within the context of Haleon reward strategy to develop and deliver plans which enable the delivery of the IPTc priorities. Use insight from external trends and internal data (i.e. Workday) to construct and support business case development.
• Ensure compensation strategies support the attraction and retention of a high-performing, diverse workforce and enable the business's broader workforce plan.
• Coach and influence senior leaders to differentiate and reward individuals commensurate with their value and contributions to the business