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Human Resources Business Partner US


Smyrna, Georgia, United States

Job Function:  Human Resources
Job ID:  64930

Talent Partner – Americas


The Function


Starting from the business strategy, the Talent partner will define a holistic talent strategic plan that will help delivering the right organizational outcomes on a short, medium and long term. 


In accordance with UCB’s sense of purpose, strategies and values, the Talent Partner serves as the primary contact person to an assigned customer base, focused on influencing and coaching the assigned Leaders, as well as providing strategic Talent support,  including Talent Management, high performing teams, organization design strategic workforce planning, reward and cultural evolution.  


Critical responsibilities for this role include, but are not limited to:

  • As a member of the America’s Talent Management Team, contributes to the formulation of the Americas Talent Strategy, in line with the Global Talent Strategy.
  • Is an active & proactive key partner at the leadership team table for assigned business and organization decisions: 
    • Identify strategic & tactical needs of the business.
    • Develop holistic talent agenda for department, coordinate experts in executing talent agenda within the business, execute strategic & tactical talent activities.
  • Accountable for (develop, co-ordinate) talent agenda in line with business strategy
    • Based on business strategy and global talent strategy, identify and re-evaluate continuously key talent agenda items for the department including communicating Talent agenda to internal stakeholders, translate talent agenda into actionable plans and monitors success of implementation.
    • Act as champion for global talent processes: explain & educate (advocate) the business, provide input to Talent Centre of Excellences.
  • Maximize impact of key talents & key positions
    • Organize & facilitate the Talent and Organization reviews, Coach leaders in identification of key talents, pro-actively co-create with manager development plans (& follow-up execution) for key talents , pro-actively develop succession plans for key positions (& follow-up execution).
    • Hiring of key positions (to be defined for each business) with the support of the Talent Acquisition team.
    • Partner with local and global Mobility on Expat and other colleague moves between locations.
    • Assess the Talent landscape to proactively assess the changing demographics.
  • Develop high-performing teams
    • Identify needs/assess team status in journey, develop action together with the leader to plan for high-performing team building aligned with global approach, execute high-performing team actions.
    • Manage performance: Coach leaders on managing performance, validate decisions to exit based on performance, follow-up on execution with support of Talent operations liaison.
    • Manages resolution of complex employee relation issues for assigned customers; ensure investigations are effective, thorough and objective. Recommend / approve decisions to involuntarily terminate employees, as needed; partner with legal, department as needed/required.
  • Organization design & development – (Strategic) Workforce Planning
    • Capability building: Work on gap analysis & need identification, execute capability development plans with support from Talent acquisition & Learning and Development Leads.
    • Organization design: Lead Workforce planning for the assigned customer base, identify re-allocation of resources, Co-create/challenge: identify opportunities by regularly looking ahead 18-24 months.
    • Manage overall change management for key change projects.
  • Ensure equitable & differentiating reward across organization
    • Facilitate Performance management / Compensation Review process.
    • Advises and challenged assigned Leaders for the promotion process.
  • Facilitate cultural evolution
    • Identify gaps & needs on cultural adoption and Patient Value Strategy implementation in department, develop plans to facilitate & accelerate cultural adoption & PVS implementation with department, in line with global approach and supported by the Corporate Strategy and Organization development team, Coach leaders in driving cultural change on the department, enhance local, cross-functional collaboration & Diversity & Inclusion.




  • Bachelors degree in Business Administration or Human Resources Management is required (Master’s desirable).
  • Knowledge of US Employment Law.
  • Minimum of 10 years of progressively responsible Human Resources.
  • Demonstrated ability to design and implement HR strategies, policies and processes to address business challenges.
  • Knowledge of organization development in order to be a thought leader and implement HR initiatives such as talent development programs, organization design, reward strategies, high performing teams, cultural evolutions, consistent with business priorities.
  • Understanding of change management concepts and ability to facilitate and sustain organizational transformations.
  • Outstanding execution skills including direct experience with the processes and disciplines of HR, necessary to successfully evaluate issues, offer alternatives, and creative solutions.
  • Experience in the counselling of employee compensation and benefits and reward programs with an impact on retention.


Job Segment: HR, Performance Management, Change Management, Recruiting, Human Resources, Management

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