Sr. Director-HR Strategic Business Partner - Indianapolis API Manufacturing

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.

Actual compensation will depend on a candidate’s education, experience, skills, and geographic location.  The anticipated wage for this position is

$150,000 - $220,000

The HR Strategic Business Partner is accountable for ensuring that the Manufacturing and Quality business function they support has the organizational capabilities, leadership, and talent that are needed and to ensure that those people are engaged, motivated, and appropriately rewarded to achieve both long and short term strategic objectives. This role provides strategic and operational advice, consultation, and coaching and is expected to influence the site leadership of Indianapolis API Operations on organization and people-related issues that are critical to achieving business priorities and objectives. This role works with subject matter experts in HR including compensation & benefits, recruiting and staffing, leadership development, talent management, organizational effectiveness, employee relations and Six Sigma to ensure that the policies, programs, and plans best serve the needs of the business that they support.

Do you have demonstrated ability to think strategically and develop straightforward, effective, and transparent plans that can be completed in timely manner? Bring your HR toolkit and partnering skills to Lilly and be a leader helping to deliver on our promise to patients!

Key Objectives:

Business and Human Capital Performance:

• Advise and influence business unit/function leaders to ensure effective organization, talent management, leadership development, and rewards.
• Achieve expected business results, workforce productivity, talent retention, and high employee engagement.
• Enhance return on investment in human capital

Organization Diagnosis, Intervention Design, and Organizational Change:

• Ensure business unit/function design aligns with strategic and operational objectives.
• Participate in leadership team business planning processes.
• Identify critical organizational capabilities needed to implement business strategy.
• Create and implement change agendas/plans to achieve long-range objectives.
• Provide effective change management plans for significant strategic changes.

Talent Management and Leadership Development:

• Advise on workforce planning, selection, staffing, development, and management.
• Ensure an appropriate leadership pipeline for key positions.
• Lead strategic workforce planning to meet talent needs.
• Provide performance coaching to senior leadership.
• Manage retention and development of key talent and succession planning.

Total Reward Implementation:

• Advise on total rewards and recognition plans to drive business performance.
• Implement rewards strategy in consultation with subject matter experts.
• Provide performance coaching to ensure appropriate distribution of rewards.

Interface Between the Business and HR COEs, HR Operations, and Consultants:

• Ensure HR services meet business needs and achieve expected results.
• Advise on the selection of internal or external resources for change or intervention.
• Communicate business requirements to HR COEs for effective program deployment.
• Measure and evaluate the results of changes in processes, programs, and interventions.

Workforce Stewardship:

• Proactively manage employee relations for the plant site.
• Use metrics, trends, and data to positively impact the workforce.
• Represent the voice of the employee to site leadership.

Minimum Requirements:

• Bachelor’s Degree
• At least 4 years of HR Business Partnership and/or supporting HR CoE or relevant business areas
• Qualified applicants must be authorized to work in the United States on a full-time basis. Lilly will not provide support for or sponsor work authorization and/or visas for this role.

Skills needed in the role:

• Strong evidence of both strategic and hands-on leadership orientation.
• Proven bias for action and focus on results.
• Ability to diagnose complex business problems,