HR Business Partner - Manufacturing at Elanco

Posted in General Business 5 days ago.

Type: Full-Time
Location: Winslow, Maine

Job Description:

Interested in joining a cause-driven, customer focused company dedicated to positively impacting the health of animals, people and the planet? Search our job listings below.


The HR Advisor is accountable for ensuring that the Manufacturing and Quality business function on the Winslow, Maine site that they support has the organizational capabilities, leadership and talent that are needed and to ensure that people are engaged and appropriately rewarded to achieve both long- and short-term business objectives.

This person does this predominantly by providing strategic and operational advice, consultation, and coaching and is expected to influence the site leadership on critical organization and people-related issues that are critical to achieving business priorities and objectives for which the business leaders are ultimately accountable.

This role participates actively in the operational management of the functions or sub-functions of the business unit. This role is expected to provide proactive leadership for overall human capital performance, organization diagnosis, design and change management, talent management, leadership development, and implementation of the total reward strategy for the site.

This role works with subject matter experts in HR COE’s (Centers of Excellence) including compensation & benefits, recruiting and staffing, leadership development, talent management, organizational effectiveness, Employee Relations and HR Legal to ensure that the policies, programs, and plans best serve the needs of the business that they support. Additionally they work closely with the Elanco Shared Services solution center in Poland, Warsaw.

Functions, Duties, Tasks:

In partnership and with the Site Head, this role will enable the following deliverables for the function or sub-functions of the business unit.

Business and Human Capital Performance

  • The HR Business Partner is accountable for advising and influencing the leadership team to ensure that the organization, talent management & leadership development practices and rewards are appropriate and effectively enable the unit to:

  • Achieve expected business results (financial, customer, product, pipeline, quality, etc.)

  • Achieve expected levels of workforce productivity

  • Achieve appropriate levels of talent retention

  • Achieve high levels of employee engagement

  • Maximize the return on investments in human capital (reward and development investments in particular)

Organization Diagnosis, Intervention Design and change management

  • The HR Business Partner advises and influences other site leaders to ensure that the site is appropriately designed to achieve its strategic and operational business objectives. This includes ensuring that business processes, structure, management processes & governance processes and practices, people/talent management processes and practices, leadership behavior, and culture are aligned to the business strategy and expected results.

  • Active member of the site leadership team.

  • Ensure that the leadership team has identified critical organization capabilities needed to execute the business strategy

  • The HR Business Partner is accountable to ensure that the site has a change agenda or change plan that identifies the high-impact organization and people-related changes needed to achieve long-range and business plan objectives including critical organizational capabilities.

  • The HR Business Partner is accountable to ensure that there is an effective change management plan for significant changes in the organization including communications, training, employee involvement strategies, and change leadership.

Talent Management and Leadership Development

  • The HR Business Partner advises business leaders in the planning, selection, staffing, development and management of the site workforce to achieve appropriate levels of performance, employee engagement, and retention of key talent.

  • As part of the long-range and business planning processes, the HR Business partner is responsible for leading the development of a strategic workforce plan to ensure that the Site will have the talent it needs (quantity and quality) to achieve its strategic objectives within headcount and other relevant targets.

  • The HR Business Partner provides performance coaching to the leadership of the site including his/her personal effectiveness in all aspects of their job responsibilities, including the management of others’ performance.

  • Develop plans and strategies to proactively manage the retention and development of key talent including current and future leadership talent.

  • Responsible for the documentation and management of the succession pipeline for key positions.

  • Provide coaching on the performance and development of current and potential leadership talent.

  • The HR Business Partner provides coaching to the leadership team of the site on their performance as a leadership team.

Total Reward Implementation

  • The HR Business Partner is accountable for advising and influencing site leaders to ensure that total rewards and recognition plans and programs (monetary and non-monetary) drive critical business performance.

  • Implement the rewards strategy and plans in consultation with appropriate subject matter experts

  • Provide performance coaching to the site leadership team to ensure differentiation of performance and appropriate distribution of rewards according to performance.

Workforce Stewardship

  • Responsible for proactive stewardship of Employee Relations for the plant site.

  • Utilize metrics, trends and data to ensure positive impact to the workforce.

  • Provide “voice of the employee” to site leadership team

HR Operations

  • Influence the quality of service from the HR shared services organization and ensure management and employee on the site understand and adopt Elanco’s self service model.

  • Build strong partnership with the HR shared services team members.

Minimum Qualification (education, experience and/or training, required certifications):

  • BA/BS degree in human resources, organizational development, or business

  • A minimum of 5 years’ experience in human resources, organizational strategy/development, or people management experience in manufacturing in a related industry.

  • 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. Strong evidence of both a strategic and “hands on” leadership orientation

  • Outcomes Focus: 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 the performance of this site and the implications for the organization and people.

  • Business Integration Knowledge: Ability to recognize the interdependencies of this site and others, how line and support functions connect, and to apply knowledge of integration to the HR solutions deployed.

  • Systems Thinking: Demonstrated ability to recognize the interdependencies between strategy, organization, talent, and performance and to effectively drive appropriate action. Ability to recognize that concerns/issues are related to a broader system of actions and reactions.

  • Courage: Demonstrated ability to provoke or motivate the business partner as well as other HR professionals to think and act beyond what is normally expected. Act with no fear of speaking up against the status quo. Can perceive areas of receptivity and resistance and effectively leverage those to drive change.

  • Adaptability (Learning Agility): Ability to adapt quickly to complex circumstances and situations, learn while doing, and navigate through an ambiguous situation or issue quickly.

  • Influence: Ability to influence and steer people at all levels, without authority, convince partners at varying levels to accept/appreciate/need HR insights. In particular, the demonstrated ability to influence senior executives. Excellent written and oral communication.

  • Qualified candidates must be legally authorized to be employed in the United States. Elanco Animal Health does not anticipate providing sponsorship for employment visa status (e.g., H-1B or TN status) for this position.

Elanco is an EEO/Affirmative Action Employer and does not discriminate on the basis of age, race, color, religion, gender, sexual orientation, gender identity, gender expression, national origin, protected veteran status, disability or any other legally protected status

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