At Lilly, we unite caring with discovery to make life better for people around the world. We are a global healthcare leader headquartered in Indianapolis, Indiana. Our employees around the world work to discover and bring life-changing medicines to those who need them, improve the understanding and management of disease, and give back to our communities through philanthropy and volunteerism. We give our best effort to our work, and we put people first. We're looking for people who are determined to make life better for people around the world.
The Manufacturing Plant HR Leader role plays a crucial role in connecting Human Resources with our manufacturing employees' capabilities, engagement, and output.
The role's responsibilities include ensuring that the Manufacturing and Quality function has the necessary organizational capabilities, leadership, and talent. This role provides strategic advice, consultation, and coaching to influence manufacturing site and functional leadership in Alcobendas, Spain.
The focus will be on managing critical organization and people-related issues and aligning with business priorities and objectives.
Additionally, this role will actively manage human capital performance, talent development, change management, and total rewards strategy implementation.
Basic Requirements:
Bachelor's degree in Business Administration, Psychology, Economics, Law, Politic Sciences, Laboral Relations or any Science Degree
Master In HR is a plus
7 years or more of Human Resources experience
Fluent in Spanish and English verbal and written communication
On-site presence required to support our manufacturing and quality employees and operations
Extensive availability and flexible working hours in an industrial environment with 24/7 coverage
Proven Experience in fields such as: Pharma, life science or manufacturing companies
Experience working in a GMP and clean environment manufacturing processes
Proven experience, in large plants with 300 -500 employees
Key Objectives/Deliverables:
Creating and driving a HR and People Strategy to Drive Human Performance and Engagement:
Results matter: Advise and influence leaders to achieve business excellence—financial success, customer satisfaction, safety, quality, and operational excellence.
Productivity and retention: Drive workforce productivity and ensure talent retention.
Engaged teams: Boost employee engagement levels through strategic and tactical actions.
Smart investments: Use HR programs to drive high performance, and engage our teams through staffing programs, total rewards programs, and other engagement programs.
Conducting Organizational Diagnosis and Change Management:
Strategic alignment: Shape the Business Unit/Function for success. Align processes, structure, and culture with the site and functions' strategy.
Change catalyst: Lead impactful organizational changes.
Problem solver: Diagnose business issues and recommend effective solutions.
Building and maintaining a Talent Management and Leadership Development program:
Pipeline builders: Influence leadership development and succession planning.
Strategic workforce planning: Ensure we have the right talent—both in quantity and quality—for our long-term goals.
Technical talent development: create and drive programs to build team members technical capabilities
Coaching champions: Guide senior leaders to peak performance through developing their leadership skills.
HR Team Development and Functional Leadership:
Develop and build the HR team: Guide and lead the HR team through coaching, strategic leadership, and employee development.
Partner with HR centers of excellence: Lead and drive forward programs that are aligned with centers of excellence such as compensation, benefits, and employee relations.
SOFT SKILLS:
Translate strategy to action: Demonstrated ability to think strategically and develop simple, straightforward, effective, and transparent plans that can be fully executed on a timely basis.
Outcomes-focused: Demonstrated bias for action and focus on results.
Problem solving: Demonstrated ability to appropriately diagnose complex business problems, select or create appropriate interventions and effectively implement those interventions.
Measurement orientation: Demonstrated ability and propensity to use data, measurement, and analytics to diagnose problems and to evaluate the actual effect of changes implemented.
Business acumen: Understands what is critical and unique to performance for the Alcobendas site and the implications for the organization and people.
Influence: Ability to influence and steer people at all levels, without authority, convince partners at varying levels to accept/appreciate/need HR insights.
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