HR Associate

Summary & Purpose of the Position
The Manager, Talent Management, Learning & Development for North America Hub will contribute in close collaboration with the Human Resources North America Hub Lead and the Countries HR Business partners in shaping the workforce and culture for USA and Canada sites. She/he is in charge of the learning and development activities for the Hub including but not limited to new employees onboarding, coaching and, mentoring programs, courses. She/he is supporting any diversity, equity and inclusion initiatives including collaboration with the Employees Resources Groups (ERG) in US and Canada. She/he is involved in any sites initiatives to reinforce the Employee Engagement rate and site certifications such as Great Place to Work. She/ he collaborates with North America HR and Global Talent Management to successfully embed key concepts and processes which facilitate Ipsen Way of Being culture and position Ipsen as a destination organization.

Main Responsibilities & Technical Competencies
Development planning (individual & collective): -

• Contribute to the implementation of iDevelop global campaign in the Hub
• Analyse the individual development needs (population in the Hub): collective analysis, individual analysis for targeted population (eg high potentials).
• Contribute to the organization of Career events and activities related to career and development planning in the Hub, and coordinate HR teams around them. Align these events with global guidelines and calendar.

Learning and Development implementation (soft skills non-technical skills)

• Coordinate the Hub onboarding process in collaboration with Hub HR Shared services and the HRBPs
• Ensure the implementation of learning roadmap and development actions for population in Product (up to LT)
• Educate HRBPs on the Global offer and development resources and organize ad hoc awareness events to managers and employees

On-the Job:

• In collaboration with HRBPs, Support managers (up to LTs) in identifying and publishing assignments
• Drive the implementation of solutions supporting assignments opportunities (eg DevelopMe)
• Learning through others o Coaching: apply the coaching policy for the Hub, support HRDs and HRBPs in identifying coaching needs and assessing the relevance vs development need of employees
• Mentoring: support mentors/mentees matching for the hub, on-boarding and follow up through the journey for the population in Product

Learning through courses (Management skills & Leadership):

• Implement global programs in the hub: operational lead for the sessions, local point of contact for the provider, local program management (selection and follow up of the cohorts, ensure data is collected appropriately to measure the attendance and impact) o
• Facilitate Team building activities using Personality assessment tools such as DISC, Insight
• Be in charge of iLearn courses specific to the Hub and provide support to users as iLearn subject matter experts o Champion Online learning (Linked in Learning partner) adoption in the Hub and monitor execution and impact
• Ensure the registration and administration of the Learning offer in the systems

Diversity, Equity & Inclusion

• Inclusive culture: embark leadership team(s) and support ERG initiatives
• Equitable processes: Analyze data on DE&I, review data collection approach and build recommendations, review processes in collaboration with employee relations
• Diversification of workforce: understand workforce and define what are the priority to address, understand questions to address in society and our communities and propose action plan
• Drive the DE&I strategy for NA, including leading (or co-leading) the NA DE&I Council and the organization of events supporting the 3 pillars in alignment with global calendar

Data analytics / Monitoring

• Monitor performance and impact of the Talent Management/Learning & Development roadmap implementation in the Hub
• Prepare ad hoc analysis to deep dive on specific TM/L&D challenges within the Hub
• Share analysis with HRBPs and co-create the action plan to solve identified problems

Behavioural Competencies Required

• Purpose dedication:
• Customer & Patient Focus : Intermediate Thinking dexterity:
• Business Insights: Intermediate
• Manages Complexity: Intermediate Social agility
• Instil trust: Advanced
• Drive engagement: Advanced
• Taking a stand (Courage): Intermediate Growing Self & others
• Develops/ Coaches talents: Intermediate
• Nimble learning: Advanced Being Intentional
• Manages ambiguity: Intermediate
• Interpersonal Savvy: Intermediate
• Communicates effectively: Advanced Making a real impact
• Collaborates: Advanced
• Excellence in execution: Advanced

Knowledge & Experience Knowledge & Experience (essential):

• 6+ years of relevant, demonstrated & practical experience developing robust organizational development and workforce planning strategies that positively impact the business bottom line.
• Demonstrated talent development knowledge required including strong background in individual development, high potential/top talent development, mentoring and coaching, learning and development programs and diversity, equity and inclusion mission.
• Ability to foster change in individuals and organizations.
• Demonstrated ability to think strategically with a roll up your sleeves pragmatism.
• Excellent communication skills (verbal, written, presentation) and the ability to interact with colleagues at all levels of the organization.
• Must be able to inspire, effectively coach, consult, lead and influence others.

Knowledge & Experience (preferred):

• Pharmaceutical/Biotech experience.

Education / Certifications (essential):

• Bachelor s degree in human resources or business or equivalent.
• Education / Certifications (preferred): Master s degree in business, organizational behavior, HR Management or related field.
• Language(s) (essential): English