Hello. We’re Haleon. A new world-leading consumer health company. Shaped by all who join us. Together, we’re improving everyday health for billions of people. By growing and innovating our global portfolio of category-leading brands – including Sensodyne, Panadol, Advil, Voltadol, Theraflu, Otrivin, and Centrum – through a unique combination of deep human understanding and trusted science. What’s more, we’re achieving it in a company that we’re in control of. In an environment that we’re co-creating. And a culture that’s uniquely ours. Care to join us. It isn’t a question. With category leading brands such as Sensodyne, Voltadol and Centrum, built on trusted science and human understanding, and combined with our passion, knowledge and expertise, we’re uniquely placed to do this and to grow a strong, successful business. This is an exciting time to join us and help shape the future. It’s an opportunity to be part of something special. About the role
An integral member of the Manufacturing Site Leadership Team (SLT), the Site HR Lead acts as the HR Business Partner to the Site Director (SD) and Trusted Advisor to the Site Leadership Team (STL) to support the delivery of the business priorities through high quality and robust People Plans and programmes. The key accountabilities include defining the strategic People Plan, identifying operational priorities and ensuring tactical delivery. The Manufacturing Site HR Lead may also serve as a member of a wider in-country HR group and work with other areas of HR to deliver effective solutions in line with local and global standards and policies. Key responsibilities This role will provide YOU the opportunity to lead key activities to progress YOUR career, these responsibilities include some of the following:

• Develop and implement a strategic ‘people plan’, leveraging data and KPIs, that supports the site’s long-term strategy with a strong focus on Culture, Inclusion & Diversity, Talent Management, Leadership Development and Capability Building.
• Typical Capability Development priorities include (but are not limited to): development & implementation of a site training plan, support for leadership development and developing a High Performing Teams culture, delivery of ‘Early Talent’ Programmes, including support for the Future Leader Programmes and the delivery of the Site resourcing plan
• Drive the Talent Management agenda by ensuring that regular Talent Reviews are conducted, 9-box ratings are updated, and robust Succession Plans are in place for SLT, SLT-1 and SLT-2 (key roles), working with the wider CHQSC HR team to augment succession plans with key talent from within the network and externally, where required
• Support the SD and SLT with the Talent Acquisition process ensuring that a fair and inclusive process is implemented and adhered to whilst allowing for effective and timely assessment of both internal candidates. Work with Talent Acquisition team to attracted and identify suitably qualified candidates where required.
• Working with the SD and SLT, diagnose and drive delivery of impactful people and culture initiatives as well as organisational changes to support business priorities
• Partner with the SD to assess and deliver HR interventions at SLT level
• Partner with the Finance Director and Operations Directors to ensure headcount is aligned with budget and work with them on solutions to optimise headcount
• Drive organisational changes to ensure site organisation is optimised and supports the site strategy, anticipating and managing potential ER/IR issues
• Drive and support site engagement agenda to improve employee engagement including coaching and building line manager capability to create a positive work environment
• Act as the key point of contact for all Employee Representative Bodies e.g. Works Council, Trade Unions and ensure any Collective Bargaining Agreement is adhered to
• Resolve complex ER/IR issues and implement strategies to reduce such issues and enhance performance.
• Respond to complex, escalated queries around HR policies, labour law, processes and ways of working
• Leverage global Inclusion & Diversity, employee wellbeing and other employee programmes to support the site culture
• Deploy and, where needed, adapt initiatives developed by the HR CoEs, HRBLs and People Services
• Leverage the Regional People Services Hubs, HR technology and global processes to drive efficient and standardised operational activities
• Understand the HR Risk environment, identify and mitigate potential HR risks
• Act as Coach to the other members of the SLT to support their development as Business Leaders.

Qualifications and skills Essential Education:

• BA or equivalent, in the areas of specialization in Human Resources, Employee Relations, Learning & Development.
• Master in Human Resources is a plus.
• Solid understanding of local HR Regulations and Legislation that impact the business as well as being able to apply the strategic thinking needed in this role.

Experience:

• Experience of leading HR programmes and change projects that drive culture change, build organisational capability, reduce complexity and cost.
• Experience of successfully developing and implementing robust employee engagement initiatives
• Demonstrated leadership of an HR Team, preferably within a Manufacturing or complex single-site environment
• Proven track record in HR business partnering to senior level stakeholders (Director/VP Level)
• Extensive experience within fast-moving, complex and demanding environments where a breadth of operational issues have to be handled, and with a need to multi-task and deal with ambiguity.
• Exposure to working in a highly complex international organisation within a matrixed structure, leveraging influence within a complex network of stakeholders.
• Experience working within an HR ‘hub’ model with outsourced Tier 1 services
• Demonstrated track record of operational HR delivery and Change Management
• Proven expertise in employee relations with sound understanding of country employment law and the Industrial Relations landscape.
• Proven project management expertise
• Good analytical skills and evidence of use of metrics to drive process improvement.
• Excellent Business Acumen and understanding of how People decisions impact business performance.
• Experience of developing positive working relationships with employee representative bodies
• Experience of working independently

This role will be based in Alcala de Henares. Diversity, Equity and Inclusion At Haleon we embrace our diverse workforce by creating an inclusive environment that celebrates our unique perspectives, generates curiosity to create unmatched understanding of each other, and promotes fair and equitable outcomes for everyone. We’re striving to create a climate where we celebrate our diversity in all forms by treating each other with respect, listening to different viewpoints, supporting our communities, and creating a workplace where your authentic self belongs and thrives. We believe in an agile working culture for all our roles. If flexibility is important to you, we encourage you to explore with our hiring team what the opportunities are. Care to join us. Find out what life at Haleon is really like www.haleon.com/careers/

At Haleon we embrace our diverse workforce by creating an inclusive environment that celebrates our unique perspectives, generates curiosity to create unmatched understanding of each other, and promotes fair and equitable outcomes for everyone. We're striving to create a climate where we celebrate our diversity in all forms by treating each other with respect, listening to different viewpoints, supporting our communities, and creating a workplace where your authentic self belongs and thrives. We believe in an agile working culture for all our roles. If flexibility is important to you, we encourage you to explore with our hiring team what the opportunities are.

As you apply, we will ask you to share some personal information, which is entirely voluntary. We want to have an opportunity to consider a diverse pool of qualified candidates and this information will assist us in meeting that objective and in understanding how well we are doing against our inclusion and diversity ambitions. We would really appreciate it if you could take a few moments to complete it. Rest assured, Hiring Managers do not have access to this information and we will treat your information confidentially.

Haleon is an Equal Opportunity Employer. All qualified applicants will receive equal consideration for employment without regard to race, color, national origin, religion, sex, pregnancy, marital status, sexual orientation, gender identity/expression, age, disability, genetic information, military service, covered/protected veteran status or any other federal, state or local protected class.

Please note that if you are a US Licensed Healthcare Professional or Healthcare Professional as defined by the laws of the state issuing your license, Haleon may be required to capture and report expenses Haleon incurs, on your behalf, in the event you are afforded an interview for employment. This capture of applicable transfers of value is necessary to ensure Haleon’s compliance to all federal and state US Transparency requirements.