People Business Partner, Digital (Toronto & Cambridge/Bridgewater)

The Digital People Business Partner works as an advisor for the Digital team and supports the local leaders in managing their People journey.

The ideal candidate will be highly motivated with a positive attitude, not afraid to challenge the status quo and eager to propose new ways of doing things to bring innovative HR solutions and ways of working to the Digital team.

The person hired for this position must embody and effectively demonstrate the Sanofi Play to Win Behaviors – Think Sanofi First, Take Action, Stretch, Act for Patients and Customers.

This position reports to the Global Head of HR & Transformation, Digital.

JOB DUTIES AND RESPONSIBILITIES:

• People Strategy: Bring to life the global people strategy and employee value proposition by advising, coaching, and influencing business leaders/leadership teams.

• Talent Management: Drive the talent agenda with local business leaders, coaching leaders to assess talent and build quality succession plans. Lead the talent management process for leadership teams and partner with them to plans to retain and develop top and emerging talents of the organization. Ensure robust and actionable succession planning for critical roles. Drive achievement of GBU or GF talent KPIs to better achieve our goals on diversity, gender balance, and cross-moves.

• Organizational Change: Coordinate and manage business/organizational changes in country (e.g., mergers, acquisitions, divestitures) in conjunction with Global People Business Partners, cross-functional stakeholders, and delivery/execution through the People Excellence team. Champion our change management methodology and coach leaders on managing and sustaining change in the organization.

• Culture, Diversity, Equity & Inclusion (DE&I) and Change Management: Promote Sanofi DE&I and culture through in country initiatives. Coach & support business leaders to sustain the Play to Win culture transformation. Be a role model of the values and behaviors for the new ways of working.

• Talent Acquisition (TA): Proactively address current and future talent needs to ensure business sustainability and growth. Partner with local TA CoE and Global Digital TA to attract top talent and develop an effective sourcing strategy and resource pipeline. Challenge the business on hiring to ensure we are pushing for diversity and hiring the best of the best. Review and approve all offers to candidates to preserve internal equity while remaining competitive with the external market

• Performance and Compensation Management: Support annual performance management and compensation cycle. Partner with Global Digital People Partners to support the process with business leadership teams and execute for employee base in partnership with People Excellence team. Ensure that Reward and Performance (including mobility) policies are leveraged pushing for performance differentiation, competitiveness, and potential development. Partner with Rewards and Performance COE and People Excellence on any ad hoc matters including ad hoc compensation changes, visas, mobility, etc.

• Project Management and Delivery: Work on GBU or GF priorities in country determined by GBU or GF HR Leadership. Coordinate and manage the in-country projects to overcome people challenges or build capabilities (aligned to GBU or GF).

• People Manager Development: Hold managers accountable to lead and develop their people – through facilitated development activities and use of online tools. Champion the usage of self-service, people manager actions, and people manager ownership and accountability of activities through the people management life cycle.

• Learning & Development (L&D): Together with Business Leaders and relevant CoE, define, develop, and implement L&D initiatives to support the realization of employees’ individual development, and to develop capabilities across the organization to enhance performance. Partner with the Learning COE to understand and deploy current solutions; support the design of customized solutions where applicable.

• Insights: Leverage local people insights (from People Excellence or the Analytics COE) to generate facts, insights, and the voice of the client to support local initiatives/projects and action planning e.g., People Survey.

• Local labor relation guidance and employee relations advisor. Consult and advise management and staff on Labor relations issues. Keep up to date on local labor legislations and advise management on any impact. Attend to employee relations issues such as grievances, disciplinary and counseling

QUALIFICATIONS:

Education:

• Bachelor’s degree or higher

Experience:

• At least 5 years HR experience in large corporations and matrixed organization. Prior international experience is an asset.

• Strong business acumen with the capacity to quickly understand business goals and challenges and translate them into relevant solutions.

• Experience with deploying frameworks, models, and methodologies and putting them into practice in a practical way with the business e.g., OD, change management, talent management, SWP, etc.

• HR consulting and project management experience a plus.

• Must be conversant with local employment

• Good planning, organizational, analytical and decision-making skills

• Driven, agile and think “out of the box”

• Strong sense of confidentiality and discretion when dealing with people

As a healthcare company and a vaccine manufacturer, Sanofi has an important responsibility to protect individual and public health. All US based roles require individuals to be fully vaccinated against COVID-19 as part of your job responsibilities.

Fully vaccinated, according to the CDC, an individual is considered to be “fully vaccinated” fourteen (14) days after receiving (a) the second dose of the Moderna or Pfizer vaccine, or (b) the single dose of the J&J vaccine. Fully vaccinated, for new Sanofi employees, is to be fully vaccinated 14 DAYS PRIOR TO START DATE.

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.

#GD-SA
#LI-SA

At Sanofi diversity and inclusion is foundational to how we operate and embedded in our Core Values. We recognize to truly tap into the richness diversity brings we must lead with inclusion and have a workplace where those differences can thrive and be leveraged to empower the lives of our colleagues, patients and customers. We respect and celebrate the diversity of our people, their backgrounds and experiences and provide equal opportunity for all.