Empleo en BPI

People and Change (HR) Lead

Resumen del puesto

Job Description

As the People and Change (HR) Lead, you will serve as a strategic business partner to the CEO and leadership team, overseeing talent acquisition, workforce planning, employee relations, performance management, learning and development, and organizational culture. You will own the metrics behind the function, from time-to-fill and retention through engagement scores, and use them to shape how BPI grows its team.

Key Responsibilities

1. Strategic Human Resources Management

• Develop and implement HR strategies aligned with organizational goals and growth plans.
• Advise leadership on workforce planning, organizational design, and talent management initiatives.
• Establish and maintain HR policies, procedures, and employee handbooks.
• Provide strategic recommendations on employee engagement, retention, and organizational culture.
• Lead digital transformation of HR systems and processes, moving records, workflows, and reporting onto fit-for-purpose platforms.

2. Talent Acquisition and Recruitment

• Lead end-to-end recruitment processes for staff and contractors, managing time-to-fill against agreed targets.
• Develop recruitment campaigns and sourcing strategies across multiple channels.
• Screen applications, conduct interviews, coordinate assessment processes, and manage candidate selection.
• Conduct reference and background checks.
• Prepare employment offers and onboarding documentation.
• Build and maintain talent pipelines for future workforce needs, tracking quality of hire and first-year retention.

3. Organizational Design and Workforce Planning

• Develop and maintain organizational charts and workforce plans, delivering agreed workforce planning and organizational development milestones on schedule.
• Create and update job descriptions and competency frameworks.
• Assess workforce needs and recommend staffing structures to support organizational objectives.
• Lead BPI projects on broader pharmaceutical workforce development.

4. Contracts, Records and Compliance

• Review and maintain employment and consultancy contracts.
• Maintain employee records and ensure data integrity.
• Ensure compliance with labor laws, tax regulations, and statutory reporting requirements.

5. Learning, Development and Performance Management

• Design and implement employee onboarding programs.
• Coordinate training and professional development initiatives, monitoring participation rates and development outcomes.
• Support performance management processes, including goal setting and performance reviews, ensuring reviews are completed within the review cycle.
• Recommend learning resources and development opportunities.

6. Employee Relations and Engagement

• Foster a positive and inclusive work environment.
• Address employee concerns and support conflict resolution processes.
• Develop initiatives that strengthen employee engagement and organizational culture, measured through engagement and satisfaction scores.
• Promote diversity, equity, and inclusion within the workplace.

7. Reporting and HR Advisory

• Prepare monthly HR reports and workforce analytics, delivered accurately and on schedule.
• Monitor key HR metrics, including recruitment, retention, and employee engagement.
• Conduct regular meetings with leadership to discuss workforce priorities and HR strategies.
• Provide recommendations to improve organizational effectiveness and talent outcomes.

Minimum Qualifications

• Bachelor's degree in Human Resource Management, Business Administration, Psychology, Organizational Development, or a related field.
• Minimum of 5 to 7 years of progressive HR experience.
• Demonstrated experience in recruitment, talent management, HR administration, and employee relations.
• Strong knowledge of employment legislation and HR best practices, with a track record of maintaining compliance with contractual and statutory obligations.
• Demonstrated experience with CRM, project management, workflow, and learning management systems, and other IT platforms used for workforce development and management.
• Proven capability in strategic workforce planning and organizational design.
• Strong coaching and mentoring skills, with excellent interpersonal and communication abilities.
• Strong analytical and problem-solving abilities, applied to HR metrics and workforce reporting.
• Project management and organizational skills, with the ability to work independently in a dynamic and evolving environment.
• High level of integrity, discretion, and confidentiality.

Preferred Qualifications

• Professional HR certification (SHRM-CP, SHRM-SCP, CIPD, PHR, SPHR, or equivalent).
• Experience supporting startups, rapidly growing organizations, or multinational teams.
• Experience in employer branding and building talent pipelines from scratch.
• Exposure to pharmaceutical, healthcare, manufacturing, or public-sector workforce development.

Pay & Benefits

• Competitive salary package based on experience and qualifications