Sr Associate HR Commercial

At Elanco (NYSE: ELAN) – it all starts with animals!

As a global leader in animal health, we are dedicated to innovation and delivering products and services to prevent and treat disease in farm animals and pets.

We’re driven by our vision of ‘Food and Companionship Enriching Life’ and our approach to sustainability – the Elanco Healthy Purpose™ – to advance the health of animals, people, the planet and our enterprise.

At Elanco, we pride ourselves on fostering a diverse and inclusive work environment.

We believe that diversity is the driving force behind innovation, creativity, and overall business success.

Here, you’ll be part of a company that values and champions new ways of thinking, work with dynamic individuals, and acquire new skills and experiences that will propel your career to new heights.

Making animals’ lives better makes life better – join our team today!

Descripción del cargo (resumen):

The role of the Associate Business Partner is critical to ensure effective HR processes are leveraged well with individual customer groups to achieve business objectives.

Our primary responsibility is to steward the HR processes to do this including being the voice of our employees and leaders into the overall processes.

While individual HR BPs may get involved in other activities, the primary focus is outlined below.

Actividades y Responsabilidades:

Talent Management and Staff Development

Outcome: The HR Sr Associate advises and influences affiliate leaders in the planning, selection, staffing, development and management of the workforce to achieve appropriate levels of performance, employee engagement, and retention of key talent. In particular, advises and influences other leaders to ensure that there is an appropriate leadership pipeline for key positions within the affiliate. 
 

Activities/Outputs:


* Provide performance coaching to the leadership on various topics, 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.


* Facilitation, documentation and management of the succession pipeline for key positions and coaching on the performance and development of current and potential leadership talent.


* Lead efforts to understand overall employee engagement and facilitate approaches to prioritize and focus efforts to hire, engage and retain the workforce.


* Utilize metrics, trends and data to ensure positive impact to the workforce.  Provide “voice of the employee” to site leadership team.


* Provide coaching to leadership team on their performance as a leadership team.


* Lead recruiting strategy development and ongoing retention strategies for a stable workforce.

Organization Diagnosis, Intervention Design, and Change Management

Outcome: The HR Sr...