Human Resource Business Partner

Location: Chattanooga, TN

About the Job

The HR Business Partner will build and sustain relationships with a dynamic client group of exempt and non-exempt team members, to effectively influence analysis and decision-making in the areas of leadership, talent management & development, succession planning, change management, workforce planning, organization development & design, performance management, and employee engagement. This role will also collaborate with the US and global HR/People & Culture (P&C) team members as well as with the P&C Centers of Expertise to diagnose, develop and deliver solutions to support the clients.

Opella, the Consumer Healthcare business unit of Sanofi, is the purest and third-largest player globally in the Over-The-Counter (OTC) & Vitamins, Minerals & Supplements (VMS) market.

We have an unshakable belief in the power of self-care and the role it can play in creating a healthier society and a healthier planet. That’s why we want to make self-care as simple as it should be by being consumer-led always, with science at our core. Through our unique and balanced portfolio of more than 100 loved brands, including 15 global and local high-growth challengers such as Allegra, Dulcolax and Buscopan, we deliver our mission: helping more than half a billion consumers worldwide take their health in their hands.

This mission is brought to life by an 11,000-strong team, 13 best-in-class manufacturing sites, and 4 specialized science and innovation development centers. We are also proud to be the first major fast-moving consumer healthcare company to achieve B Corp certification.

Join us on our mission. Health. In your hands.

Main Responsibilities:

Strategic Business Partner - works with client group leaders to ensure the successful deployment of HR/P&C strategies in support of business needs. Anticipates challenges and partners with the business to ensure the development and execution of consistent and sustainable solutions. Acts as a change agent and facilitates the translation of business priorities into actionable people and labor strategies.Employee Relations – provides coaching and counselling to area management and employees to ensure effective and efficient issue resolution. Serves as the lead ER investigator. Ensures consistent application of company policies and procedures, and related employment legislation, while maintaining employee engagement.Labor Relations – provides coaching and counselling to managers and employees on the interpretation of labor practices and policies. Ensures compliance with established procedures. Works closely with the HR Head,  Legal,and CoEs to escalate matters for investigation and resolution.Talent Management – partners with local leaders to identify, develop and retain talent in support of key talent and succession planning activities. Activities include facilitating talent calibration sessions, assessing employee potential, defining and tracking development plans, identifying employee development opportunities, and ensuring talent retention initiatives are in place as required.Performance Management – partner with leaders to drive a high-performance culture through early identification and improvement interventions with low-performers, identifying development and career opportunities for high performers, and ensuring objective performance differentiation through annual performance and compensation cycles.Employee Engagement & Culture – supports client groups in the identification and understanding of employee input/feedback (surveys), recommending and supporting the development action plans that enhance the employee experience, engagement levels, and leads culture improvements.Organizational Development – works with leaders to ensure timely and effective workforce planning in support of department business requirements and builds plans to address capability gaps for future needs. Provide thought leadership with organizational design/re-design activities to anticipate and meet future business requirements.One-HR Focus – partner with Sanofi COE’s in the deployment and execution of new and revised policies and programs, providing business-specific input during the design phase(s). Ensures a consistent understanding and approach towards key HR/P&C-driven processes (including talent, performance and compensation) within identified client groups. Participates actively in support of key HR/P&C performance metrics.Works in full compliance with the policies, procedures and standards as required by the Company and under the Occupational Health and Safety Act and other related legislation.

About You

Bachelor’s degree plus a minimum of 5 years' progressive human resource experience in a similar industry, required.Certification in Industrial Relations/Human Resources is an asset.Experience in the following areas is required: employee and labor relations, organizational development, talent and performance management, employee engagement, compensation & benefits.Sound knowledge of and ability to apply Human Resources practices, and employment & labor laws is required.Strong judgement, reasoning and problem-solving skillsSolid experience in conflicts resolutionExcellent communication skills (written and oral).Strong analytical, hands-on troubleshooting and problem-solving skills.Proven ability to build strong relationships at all levels of the organizationDemonstrated success to effectively influencing and coaching, teamwork and leadership skillsAble to work in a fast-paced environment, while balancing multiple conflicting priorities at a timeProficiency in MS Word, Excel, PowerPoint, HRIS systems (Workday is an asset).

Why choose us?

Bring the miracles of science to life alongside a supportive, future-focused team.Discover endless opportunities to grow your talent and drive your career, whether it’s through a promotion or lateral move, at home or internationally.Enjoy a thoughtful, well-crafted rewards package that recognizes your contribution and amplifies your impact.Take good care of yourself and your family, with a wide range of health and wellbeing benefits including high-quality healthcare, prevention, and wellness programs and at least 14 weeks’ gender-neutral parental leave.

Sanofi Inc. and its U.S. affiliates are Equal Opportunity and Affirmative Action employers committed to a culturally diverse workforce. All qualified applicants will receive consideration for employment without regard to race; color; creed; religion; national origin; age; ancestry; nationality; marital, domestic partnership or civil union status; sex, gender, gender identity or expression; affectional or sexual orientation; disability; veteran or military status or liability for military status; domestic violence victim status; atypical cellular or blood trait; genetic information (including the refusal to submit to genetic testing) or any other characteristic protected by law.

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Pursue progress, discover extraordinary

Better is out there. Better medications, better outcomes, better science. But progress doesn’t happen without people – people from different backgrounds, in different locations, doing different roles, all united by one thing: a desire to make miracles happen. So, let’s be those people.

At Sanofi, we provide equal opportunities to all regardless of race, colour, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, ability or gender identity.

Watch our ALL IN video and check out our Diversity Equity and Inclusion actions at sanofi.com!

US and Puerto Rico Residents Only

Sanofi Inc. and its U.S. affiliates are Equal Opportunity and Affirmative Action employers committed to a culturally inclusive and diverse workforce. All qualified applicants will receive consideration for employment without regard to race; color; creed; religion; national origin; age; ancestry; nationality; natural or protective hairstyles; marital, domestic partnership or civil union status; sex, gender, gender identity or expression; affectional or sexual orientation; disability; veteran or military status or liability for military status; domestic violence victim status; atypical cellular or blood trait; genetic information (including the refusal to submit to genetic testing) or any other characteristic protected by law.