Determine the requirements of the business by performing needs assessments to diagnose human capital issue
Act as a broker between the needs of the business and corporate HR by developing solutions that support the long-range objectives of both
Establish, build and maintain strong relationships with key HR partners to ensure elements of HR are successfully coordinated to meet business needs
Proactively identify and address changes in the business landscape that impact human capital issues
Help the business make the right decision by balancing business strategy and people strategy
Build the organizational talent pipeline by planning and contributing to key developmental experiences (e.g., leadership, cross-functional, technical, and global perspective)
Partner to translate Corporate/Affiliate HR strategic initiative into actionable and drive the implementation for the business.
Ensure HR processes implemented in a full compliance with the legal and regulatory (internal & external) framework. Examples of HR processes include but not limit to HC plans and hiring, performance management, all employment life cycles; disciplines, etc.
Support business to identify and monitor the organization culture so that it supports the attainment of the company goals and promotes employee satisfaction.
Balancing the need for standardization in HR processes with the needs of an individual business or situation
Changing business landscape and priorities
Highly competitive marketplace
Navigating a highly matrixed organization
Balancing unique requests from the business with limited HR functional expertise and resources
Managing expectations of key stakeholders
Being able to adapt with the fast growth and changes of business requirements.
Experience working in a multinational company
8+ years of experience in multiorganizational HR support role
Business Experience recommended in detail:
Conduct job evaluations/classifications
Consult through a major organizational (re)design
Participate in succession planning activities
Form specific action plans based on analyzed data
Work in a major workforce change (e.g., reduction in force, merger/acquisition, sales force realignment)
Feedback / Relationships (20%)
Obtain feedback on consulting skills
Gain a perspective on business from outside of HR
Evaluation against required competencies
Training / Education (10%)
Continuing education in HR
Grounding in change management philosophy
Training in organizational design
Flawless consulting, performance feedback
Develop, design, and deliver strategies that align with and support business functions and are compliant with governing laws and regulations. Translate business strategies into people implications and resulting HR strategies and tactics.
Build and maintain collaboration and teamwork across functional areas and other BHR colleagues. Instill confidence, earn trust, and credibility with business leaders by establishing a track record of success.
Utilize analytical approaches to design HR processes, programs, and services that meet future business needs. Challenge and influence business leader's thinking, providing alternative insights of business issues.
Coordinate and project manage delivery of focused, timely, and effective solutions to the business unit.
Abbott is a global healthcare leader that helps people live more fully at all stages of life. Our portfolio of life-changing technologies spans the spectrum of healthcare, with leading businesses and products in diagnostics, medical devices, nutritionals and branded generic medicines. Our 109,000 colleagues serve people in more than 160 countries.