HR Strategic Business Partner- Kenosha WI

At Lilly, we unite caring with discovery to make life better for people around the world. We are a global healthcare leader headquartered in Indianapolis, Indiana. Our employees around the world work to discover and bring life-changing medicines to those who need them, improve the understanding and management of disease, and give back to our communities through philanthropy and volunteerism. We give our best effort to our work, and we put people first. We’re looking for people who are determined to make life better for people around the world.

Organization Overview

Lilly has acquired an FDA-approved facility in Pleasant Prairie, Wisconsin to further expand Lilly's global parenteral (injectable) product manufacturing network and support increased demand for the company's medicines. This Is a unique opportunity to be part of the leadership team for a new state-of-the-art facility, supporting our unwavering commitment to growth and innovation.  Production at this site could begin as early as the end of 2025. 

The HR Strategic Business Partner (SBP) is the HR face to the business leadership will play a key role in recruiting, talent development, identifying and enabling the capabilities needed to drive strategic staffing plans, and creating an inclusive and dynamic culture that fosters innovation to speed medicines to patients.  Additionally, this role will lead the HR team on site. 

The role has five main areas of focus:
 

• Know the Business

• Develop and Enable a Workforce Strategy

• Bring HR Competence

• Balance the Needs of Leadership, Employees and the Company

• Lead within Lilly HR Community- both within manufacturing and with the affiliate 

Know the Business
The HR Strategic Business Partner (SBP) 

• Is a key member of the business leadership team that understands and contributes insight into business strategy beyond HR functional expertise

• Shapes the culture and environment at the site

• Challenges the business leaders to provide the organization goals and objectives that will stretch the team while balancing risks

• Proactively assesses the organization and aids in the organizational design   

Develop and Enable a Workforce Strategy
The HR Strategic Business Partner (SBP) 

• Ensures that the business has an effective workforce strategy in place

• Develop and implement a community engagement plan to meet recruiting and talent needs

• Enables business leadership to recruit, develop and retain talent to meet leadership and technical capabilities needed in the organization

• Provides strategies to help ensure that the workforce is diverse, engaged, motivated, and appropriately rewarded to achieve both long- and short-term business objectives

• Develop and execute a diversity, equity and inclusion strategy that enables the business to achieve its business objectives  

Bring HR Competence
The HR Strategic Business Partner (SBP) 

• Provides strategic and operational advice, consultation, and coaching to the senior leader on critical organization and talent-related issues

• Enables business leaders to be most efficient in the use of both HR COE support and HR BP support

• Works with the subject matter experts in HR including compensation & benefits, recruiting and staffing, leadership development, talent management, and the GDIO to ensure that the policies, programs, and plans best serve the needs of the business that they support  

Balance the Needs of Leadership, Employees and the Company
The HR Strategic Business Partner (SBP) 

• Enables high quality informed decisions by advocating, in a balanced way, the needs and priorities of the Company, the Management and the Employee.

• Maintains objectivity in order to provide business leaders with different perspectives   

Basic Qualifications

• Bachelor’s Degree

• 6 years Human Resources and/or other relevant experience

Additional Skills/Preferences

• Business Acumen – able to apply internal and external business environment knowledge to strategy

• Strong written and verbal communication skills

• Ability to think strategically and navigate ambiguity and complexity

• Proven problem solving and execution skills

• Diversity, Equity and Inclusion-experience leading or implementing DEI programs or practices

• Workforce Management Expertise – Talent Management, Leadership Development, Staffing, E