HR Business Partner Pharma

Job description

GSK remains committed to achieving bold commercial ambitions for the future. By 2031, we aim to deliver £40 billion in annual sales, leveraging our existing strong performance momentum to significantly increase our positive impact on the health of billions of patients globally. Our Ahead Together strategy is centred on early intervention to prevent and alter the course of disease, thereby protecting people and supporting healthcare systems. Our diverse portfolio consists of vaccines, specialty medicines, and general medicines. Through continuous innovation and a dedicated focus on scientific and technical excellence, we strive to develop and launch new, groundbreaking treatments that address critical health challenges. Job title: HR Business Partner Pharma Location: Verona - modalità ibrida Employment type: Permanent, full time Closing date for applications: 24 luglio 2026 COB Position Summary An outstanding opportunity is available for a talented individual to join the Pharma Commercial team as an HR Business Partner. The role will support Pharma Commercial within the Italian market as a trusted partner to business leaders to drive impact in talent, leadership, culture and capability. The role is agile and flexible to support peaks in demand, project or initiatives. The role will support VP and Director level leaders within Pharma Commercial and have a strong connection with the HR regional team. Responsibilities This role will provide you with the opportunity to lead key activities to progress your career. These responsibilities include: Business Acumen: Apply knowledge and insights on the internal and external business environment in the context of HR activity to improve business performance. Take the business strategic plan and agenda, to drive demand planning into HR. Leverage understanding of the bottom-line impact of HR initiatives to prioritise on the basis of strategic impact, cost, risk, and short vs. long term trade-offs. Identify issues and opportunities for business improvements in a people context. Leading and Delivering Change: Understand current and future needs of the business. Use data and systemic thinking to diagnose key opportunities for change. Implement integrated solutions designed to help employees embrace and embed change, while achieving the desired business outcomes. Lead and drive the effective delivery of diverse change projects (i.e. business transformations, AI implementation, workforce planning, etc.) in support of the business’s strategic agenda. Champion and influence senior leaders to effectively lead change. Organisational Design and Development: Partner with the business to identify opportunities within their lines to improve organization effectiveness. Identify and improve how an organisation 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 analytics to understand the business, identify opportunities for improvement, assess potential solutions and monitor achievement of benefits. Workforce and Strategic Capability Planning: Apply business insight to diagnose present and future capability gaps. Utilize understanding of talent benchmarks and best practice to inform internal strategies and propose innovative ways of attracting, engaging and retaining talent. Develop and implement optimal workforce plans focused on key strategic capabilities required to drive the business. Culture Development: Translate the business agenda into the desired culture in an engaging, inclusive way. Coach and influence leaders to develop and enhance engagement strategies. Develop leaders’ capability to understand how they impact and shift the culture. Ensure they create an inclusive environment. Talent Management and Succession Planning: Coach leaders to identify, manage and retain a strong talent pipeline. Coach and challenge senior leaders to embed best practices and effective succession planning processes. Align succession planning and talent management to the overall workforce strategy. Improve leaders’ ability to develop employees to reach their full potential. HR Governance and Risk Management: Apply knowledge of operating principles and policies to HR activity to ensure risks are mitigated. Manage escalations and support the business to create a positive employee environment. Escalate appropriately and partner with Employee Relations / Industrial Relations to resolve high risk issues and implement strategies to reduce such issues. Ensure inappropriate behaviors are dealt with in a direct, challenging and tough-minded manner. Reward and Retention Strategy: In partnership with Reward experts, apply business acumen and sound judgement within the context of GSK reward strategy to develop and deliver plans which enable the delivery of the business priorities. Use insight from external trends and internal data to construct and support business case development. Ensure compensation strategies support the attraction and retention of a high performing, diverse workforce that enables the business’ broader workforce plan. Coach and influence senior leaders to differentiate and reward individuals commensurate with their value and contributions to the business. HR Network. Partnering with colleagues across HR Embedded and People Services to bring the HR model to life with a patient first mindset. Be disciplined in reducing customisation and champion our investment in new technology, regional hubs, standardised tools and processes within HR and with the business. Scope of Accountability Supports a headcount between 450 – 600 Supports a business unit revenue of between 400 million and 500 million GBP Why you? Basic Qualifications & Skills We are looking for professionals with these required skills to achieve our goals: Degree in relevant discipline Experience across a range of HR activities including leadership development, talent management, building high performing teams, workforce planning, performance management Experience in delivering transformational, cultural and organizational change projects, improving organizational effectiveness Strong business acumen and track record of translating business objectives into innovative solutions Experience using data, analytics and AI to identify business insights Experience recruiting, onboarding, coaching and counseling senior leaders Willingness to pursue an international career Excellent and fluent communication skills in English and Italian, both written and spoken. Preferred Qualifications & Skills If you have the following characteristics, it would be a plus: Regional or global HR experience supporting multiple business areas and managing complex global change Strong experience in project management, continuous improvement and process excellence International experience would be an additional asset to the role Location and Working Pattern This position includes support for domestic relocation to Verona and, where applicable, access to a more flexible hybrid working policy. What We Offer: Permanent contract in a very Inclusive environment Performance Reward Flexible Benefits Company Healthcare Plan Integrative pension fund Company car Employee Assistance Programme Tax assistance Personal parcel delivery service Local nursery agreement Free Company canteen Coffee Corners Please take a copy of the Job Description, as this will not be available post closure of the advert. When applying for this role, please use the ‘cover letter’ of the online application or your CV to describe how you meet the competencies for this role, as outlined in the job requirements above. The information that you have provided in your cover letter and CV will be used to assess your application. #LI-Hybrid Skills Business Acumen, Cultural Change Management, Data Analysis, Digital Fluency, Leadership Training and