Director, HR Project Management

Lead end-to-end delivery of Talent Development and Capability projects for Global Supply Chain, with a specific mandate to build leader and critical-role pipelines, accelerate high-potential development, and embed the Ahead Together culture through three strategic pillars: Talent, Leadership and Capability.

• Lead planning, governance and delivery of targeted talent and capability initiatives (scope, schedule, budget, risks, benefits) that deliver measurable capability and succession outcomes.

• Drive the three strategic pillars:

  • Talent - Build GSC Talent Pipeline: identify talent, design and deliver accelerated development and structured succession plans for critical roles.

  • Business Capability - Futureready GSC: Align learning solutions to capability gaps across supply chain functions and ensure practical, role-relevant skill development.

  • Build Enterprise Leadership capability across GSC to maintain high standards, develop high-performing teams, and continuously improve safety and quality while delivering on cost and performance

• Execute the short/medium/long-term talent roadmap:

  • Short Term: assess current Site Directors (SD) and Site Quality Directors (SQD) against success profiles to identify gaps and define clear development pathways.

  • Medium Term: strengthen succession planning for GSC Leadership Team, SD and SQD by identifying the top 20 talent for a "Hyper Care" development accelerator program and managing its delivery.

  • Long Term: develop a robust pipeline of emerging talent for critical roles to ensure business continuity.

• Design and manage Talent identification processes, assessment programs, development plans, and evaluation.

• Manage stakeholder engagement across HRBL's, L&D , COE, Supply Chain leaders, and external vendors; prepare executive updates and decision papers for senior stakeholders.

• Lead change management, manager enablement and communications to secure adoption and cultural alignment with Ahead Together and inclusion objectives.

• Define, track and report success metrics (participation, completion, competency improvement, succession coverage, retention, business benefits); deliver post-implementation evaluations and continuous improvement actions.

• Maintain project documentation, risk registers, budget control and lessonslearned; coach internal stakeholders.

• Short Term (0-6 months)

  • Complete assessments of 100% of SD and SQD against agreed success profiles and produce individual gap analyses and development pathways.

  • Stakeholder agreement on success profiles and development criteria.

• Medium Term (6-18 months)

  • Identify top 20 talent for the "Hyper Care" accelerator and launch the program with defined milestones, coaching and stretch assignments.

  • Achieve target engagement and progression rates for Hyper Care participants (e.g., completion, competency improvement, manager-rated readiness).

• Long Term (18-36 months)

  • Deliver a measurable, sustainable pipeline for critical roles with improved succession coverage (target: increase ready-now successors for critical roles by agreed %).

  • Demonstrable reduction in capability gaps vs success profiles and evidence of improved business continuity.

• Ongoing KPIs

  • % of critical roles with at least one ready-now successor

  • % of SD/SQD with individual development plans executed

  • Completion and competency uplift rates for accelerator and leadership programs

  • Retention and internal mobility rates

• 8+ years of project management experience delivering HR, L&D, succession or change projects in a global/matrix environment.

• Degree in Human Resources, Business, Psychology or related field

• Stakeholder, change and vendor management skills; proven ability to influence senior leaders.

• Project Management certification (PMP/Prince2/Agile).

• Professional HR qualification preferred

• Experience with HR analytics and reporting tools (Power BI/Tableau).

• Excellent communication and influencing skills at all levels.

• Strategic thinker with structured planning, strong problem-solving, and attention to detail.

• Result-oriented, collaborative and comfortable operating in ambiguity.

• Data-driven; able to translate metrics into practical development actions.

• Collaborative, inclusive leader who builds capability and drives accountability

• Demonstrates GSK values: patient focus, respect, integrity and transparency; champions inclusion and Ahead Together culture.

Please visit GSK US Benefits Summary to learn more about the comprehensive benefits program GSK offers US employees.

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.

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