The HR Business Partner balances strategic HR business partnering withend-to-end talent acquisition and talent & development expertise.Partnering with senior leaders, the role translates business priorities into integrated people and talent strategies, builds strong pipelines, delivers high-quality hiring outcomes, and drives capability building, succession, and culture change. It provides trusted HR advisory across policy, performance, and employee relations, while enabling an inclusive, high-performance culture that supports near‑term delivery and future growth.

Key responsibilities

• Strategic people and talent partnership: Align people and talent plans with business objectives; define success profiles, capability needs and hiring priorities that underpin strategy execution and growth.

• Workforce planning and market insight: Forecast demand; evaluate build/buy/borrow options; provide labor market intelligence on availability, compensation, skills supply, and location strategy to inform decisions.

• End-to-end talent acquisition: Lead sourcing, screening, interviewing, assessment, pre‑selection, offers, and hiring administration; ensure speed, quality, and an equitable candidate experience that reflects our values.

• Employer brand and recruitment marketing: Shape on‑brand recruitment communications and content; manage job boards and digital channels; track source effectiveness and optimize spend and channel mix.

• Candidate experience and process excellence: Standardize selection frameworks and assessments; streamline touchpoints; monitor funnel metrics (time‑to‑fill, quality‑of‑hire, source ROI, candidate satisfaction) and drive continuous improvement.

• Diversity, early careers, and pipelines: Embed inclusive hiring practices; partner on campus and targeted programs; measure representation and adjust tactics to improve diversity outcomes and early‑career pipelines.

• HR advisory and manager coaching: Serve as a go‑to for HR policy and practice; coach managers on performance management, employee relations, compensation and benefits considerations, and risk mitigation within hiring and development decisions.

• Talent and development strategy: Integrate talent acquisition, leadership development, succession planning, inclusion and diversity, and workforce planning into cohesive talent strategies with HR COEs and business leaders.

• Learning needs diagnosis and solutions: Identify capability gaps using data and business insights; design and deploy practical learning and development solutions (e.g., team effectiveness, engagement, change, culture, innovation) tailored for local impact.

• Talent reviews, succession, and mobility: Run outcomes‑focused talent reviews; assess potential; translate insights into interventions that build pipelines for critical roles, strengthen succession, and mobilize talent across readiness levels.

• Budget and governance: Own learning budget; prioritize investments for business impact; ensure compliance with HR policies, local regulations, and quality standards across TA and T&D activities.

• Change and culture enablement: Support cultural change plans; integrate HR interventions to reinforce desired behaviors, inclusion, and performance outcomes.

• Stakeholder and vendor management: Partner with HR centers of excellence and business leaders; manage agencies and outsourced partners with clear SLAs, performance tracking, and continuous improvement.

• Data, insights, and continuous improvement: Use people and talent analytics to inform decisions; share best practices; consolidate processes where appropriate; run experiments to improve efficiency, equity, and quality across HRBP, TA, and T&D.

Qualifications

Essential

• Education: Bachelor's degree (or equivalent).

• Experience: Proven HR business partnering experience combined with end‑to‑end recruitment leadership in complex, matrixed environments.

• Talent acquisition: Experience managing global recruitment channels, employer branding, recruitment marketing, and delivering measurable improvements in speed, quality, and candidate experience.

• Talent and development: Demonstrated success diagnosing learning needs and designing/delivering development interventions; experience running talent reviews, succession planning, and building critical role pipelines.

• Coaching and change: Ability to coach leaders on HR policy and practice; implement change and culture initiatives; influence across direct and matrixed structures.

• Data and communication: Skilled at distilling complex ideas using data and business insights for diverse stakeholders; able to translate analytics into action.

Desirable

• Education: Master's degree or postgraduate qualification/certification in HR, talent management, or learning and development.

• Industry: Experience in pharmaceutical/biotech or shared services/global capability centers.

• Systems: Proficiency with applicant tracking systems, CRM, and learning management systems; comfort with people analytics tools and dashboards.

Success profile

• Future‑focused and outcome‑oriented: Crafts a compelling people and talent vision tied to business goals and delivers measurable results.

• Inclusive talent steward: Champions I&D in hiring and development; builds equitable processes and diverse pipelines.

• Operational rigor with strategic agility: Balances near‑term hiring needs with long‑term capability building and succession.

• Trusted advisor and collaborator: Builds credibility with leaders, HR COEs, and external partners; navigates ambiguity and matrix environments effectively.

Date Posted

06-Apr-2026

Closing Date

30-May-2026

AstraZeneca embraces diversity and equality of opportunity. We are committed to building an inclusive and diverse team representing all backgrounds, with as wide a range of perspectives as possible, and harnessing industry-leading skills. We believe that the more inclusive we are, the better our work will be. We welcome and consider applications to join our team from all qualified candidates, regardless of their characteristics. We comply with all applicable laws and regulations on non-discrimination in employment (and recruitment), as well as work authorization and employment eligibility verification requirements.