HR Business Partner - Commercialization

Zuellig Pharma is a leading healthcare solutions company in Asia, and our purpose is to make healthcare more accessible to the communities we serve. We provide world-class distribution, digital, and commercial services to support the growing healthcare needs in this region.

The company was started a hundred years ago and has grown to become a multibillion-dollar business covering 17 markets with over 12,000 employees. Our people serve more than 200,000 medical facilities and work with over 450 clients, including the top 20 pharmaceutical companies in the world.

Purpose of the Role:

The key responsibilities of this position will be to act as a business partner to the various assigned functions, businesses and teams, and drive the People Agenda for these teams. The role holder will work with the key leaders in their assigned teams in defining the People-related requirements of these teams that the HR team will provide in terms of relevant solutions, projects and initiatives.

This role is also in charge of driving the various Company-wide and Market-wide People initiatives within the teams under his/her scope.The role holder will also be the main point person for employees in their assigned teams for various HR matters, including Recruitment, Training, Performance Management, Compensation & Benefits, among others.

What You’ll Do :

· Manpower planning and resource management – Partner with the teams covered in determining the manpower resources needed to achieve business/function objectives, factoring in attrition rate, growth plans, changes in the organization, among others

· Talent Management and Succession Planning – Work with the Talent Development team in managing the key talents within the teams covered, ensuring that a robust succession plan is in place for key positions within the team

· Performance management – Works with the Talent Development team in managing the performance management cycle aimed at identifying, recognizing and retaining strong performers within the teams covered. Moreover, advises line managers on underperformance management for those within their teams

· Employee Relations – advises people managers on the processes required to manage breaches of various policies, code of conduct, and other disciplinary issues. Moreover, manages the People-related risks when implementing organizational changes that involve retrenchment, termination and the like.

· Compensation & Benefits – advises people managers on the appropriate policies, approaches and processes involved in managing their teams’ pay and benefits competitiveness and driving strong reward and recognition.

· HR Operations – advise people managers on the processes required to trigger people transactions as well as updating the data within relevant tools and systems. Regularly reviews, checks the accuracy and drives the correction/updating of employee data (e.g. reporting lines, cost centers, job grades/levels, etc) within the company’s people systems.

What will make you successful:

Must-Have:

· Minimum 8+ years of progressive HR experience, with at least 3 years as a Strategic HR Business Partner directly supporting a commercial, sales, or revenue-generating business unit.

· Deep commercial acumen: Proven ability to understand sales cycles, Go-to-Market strategies, and the key financial drivers of a commercial organization.

· Demonstrated experience in organizational design and managing change in a rapidly evolving business context.

· Strong track record in developing and executing Talent Management and Succession Planning processes.

· Exceptional consulting, influencing, and communication skills, capable of engaging confidently with senior executives.

· Bachelor's degree in Human Resources, Business Administration, or a related field.

Advantage to Have:

· Prior HRBP experience within the Pharmaceutical, Medical Devices, or broader Healthcare industry is highly advantageous.

· Experience supporting multi-market/regional commercial teams.

· Post-graduate degree or professional certification (e.g., CIPD, SHRM, SPHR).

· Proven experience in successfully implementing an HR technology or data analytics solution to drive business insights