HR Site Lead
Business Introduction
GSK remains committed to achieving bold commercial ambitions for the future. By 2031, we aim to deliver £40 billion in annual sales, leveraging our existing strong performance momentum to significantly increase our positive impact on the health of billions of patients globally. Our Ahead Together strategy is centred on early intervention to prevent and alter the course of disease, thereby protecting people and supporting healthcare systems.
Our diverse portfolio consists of vaccines, specialty medicines, and general medicines.
Through continuous innovation and a dedicated focus on scientific and technical excellence, we strive to develop and launch new, groundbreaking treatments that address critical health challenges.
In compliance with the official Health regulations and Global Manufacturing Practices, labour legislation and GMS requirements
An integral member of a senior leadership team that will diagnose and deploy appropriate HR interventions, required to deliver the business strategy and improve business performance.
You will lead HR for a major GSK site in France. You will join the site leadership team to shape people strategy and deliver HR solutions that enable safe, high-quality, and sustainable site performance. You will coach leaders, drive workforce and talent plans, and lead change with clarity and care. We value people who are collaborative, practical, and focused on making a measurable difference for colleagues and patients. This role offers strong growth, visible impact, and alignment with GSK’s mission of uniting science, technology and talent to get ahead of disease together.
This role will provide YOU the opportunity to lead key activities to progress YOUR career. These responsibilities include some of the following:
Business Strategy
- Shape the business/functional strategy through an understanding of the business, its drivers, concerns & requirements, and providing insight into the people impacts
- Define, develop and deliver the HR Strategy based on organisational needs, business challenges & key metrics
- Adapt HR initiatives based on customer insight and “fit”
Change Management
- Expertise in the implementation of change management tools and techniques to facilitate change and drive performance within the business
Leadership Development and Executive Coaching
- Provide coaching on leadership style to senior leaders – challenging and critiquing
- Ensure all people managers are equipped & able to deliver on their people management responsibilities
- Capability development of leaders
Organisational Design and Development
- Highlight where improvements in organisational efficiency & effectiveness should be made, challenging business thinking.
- Support leaders in defining and executing local people plans and driving a transformational people agenda
Succession Planning and Talent Management
- Strategic Workforce planning – ensures future planning on size & shape of the organisation
- Highlight where future capability gaps may lie, facilitate solutions, utilising HR tools available
- Understanding the talent needs of the business and identifying talent issues before they hit the business.
Cultural Development
- Develop an environmental, cultural and people agenda which underpins and supports the delivery of the business goals and drives employee engagement
- Work through line managers to manage the ER/IR climate within the business.
Reputation and Relationship Management
- Manage relationships with key stakeholders, such as Works Councils, HR COE’s, HR Services and external suppliers to ensure the reputation of GSK remains high and to support an ongoing agenda of process optimisation.
Support managers in the delivery of key HR processes
- Provide support, as required, to help managers run HR related processes, eg. SR&B, performance review, etc.
- Operate in an advisory capacity to enable managers to successfully discharge their responsibility around process such as attendance management, performance management, etc.
- Carry out the HR role in formal disciplinary/grievance processes and appeals.
Coaching and development of line managers
- Work with line managers to ensure they have the skills required to be effective ‘people managers’
- Coach line managers so that they understand and can deliver processes related to people without reference to HR, eg. Talent Review, Succession Planning, etc.
Key delivery channel for initiatives developed by the HR Centres of Excellence
- Roll out to line managers and employee’s appropriate outputs from the CoE’s eg. new bonus plan, new grading scheme, empowerment survey.
Respond to complex queries from managers and employees referred by Transactional HR Service
Why You?
Basic Qualification
We are seeking professionals with the following required skills and qualifications to help us achieve our goals
- Degree in Human Resources, Business, Law, Psychology, or equivalent experience.
- Minimum 5–10 years experience in HR, with proven site or plant HR leadership in an industrial or regulated environment.
- Strong knowledge of French labour law and local employee relations practice.
- Experience leading organisational change, restructures and consultation processes.
- Demonstrable experience coaching senior leaders and building manager capability.
- This role is on-site with a requirement to be regularly present at the site (hybrid working patterns may apply depending on business needs).
Preferred Qualification
If you have the following characteristics, it would be a plus
- Master’s degree or recognised HR professional qualification.
- Experience in pharmaceutical, biotech or highly regulated manufacturing environments.
- Proven track record working with unions, works councils or formal employee representative bodies.
- Strong technical skills with HR systems and workforce analytics.
- Project management experience for large, cross-functional initiatives.
- Fluent French and professional working proficiency in English.
What success looks like in this role
- The site has a clear, future-ready workforce plan aligned to business needs.
- Leaders are confident in managing performance, change and people issues.
- Employee relations are constructive and managed with low legal or reputational risk.
- HR delivery is simple, reliable and supports high quality, safety and productivity.
- Talent pipelines and succession plans reduce critical skills risk for the site.
How to apply
We want to hear from you. Please submit your CV and a short cover letter describing how your experience matches this role and the impact you would like to make at GSK. Apply now and help us unite science, technology and talent to get ahead of disease together.
Why GSK?
Uniting science, technology and talent to get ahead of disease together.
GSK is a global biopharma company with a purpose to unite science, technology and talent to get ahead of disease together. We aim to positively impact the health of 2.5 billion people by the end of the decade, as a successful, growing company where people can thrive. We get ahead of disease by preventing and treating it with innovation in specialty medicines and vaccines. We focus on four therapeutic areas: respiratory, immunology and inflammation; oncology; HIV; and infectious diseases – to impact health at scale.
People and patients around the world count on the medicines and vaccines we make, so we’re committed to creating an environment where our people can thrive and focus on what matters most. Our culture of being ambitious for patients, accountable for impact and doing the right thing is the foundation for how, together, we deliver for patients, shareholders and our people.
Should you require any adjustments to our process to assist you in demonstrating your strengths and capabilities contact us on Fr-diversity.recruitment@gsk.com
Please note should your enquiry not relate to adjustments; we will not be able to support you through these channels.
GSK is an Equal Opportunity Employer. This ensures that all qualified applicants will receive equal consideration for employment without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), military service or any basis prohibited under federal, state or local law.
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