People Experience Partner

Welcome to Haleon. We’re a purpose-driven, world-class consumer company putting everyday health in the hands of millions. In just three years since our launch, we’ve grown, evolved and are now entering an exciting new chapter – one filled with bold ambitions and enormous opportunity.

Our trusted portfolio of brands – including Sensodyne®, Panadol®, Advil®, Voltaren®, Theraflu®, Otrivin®, and Centrum® – lead in resilient and growing categories. What sets us apart is our unique blend of deep human understanding and trusted science.

Now it’s time to fully realise the full potential of our business and our people. We do this through our Win as One strategy. It puts our purpose – to deliver better everyday health with humanity – at the heart of everything we do. It unites us, inspires us, and challenges us to be better every day, driven by our agile, performance-focused culture.

Job purpose

The People Experience Partner at Haleon provides comprehensive support and resolution for complex HR cases. This role handles complex HR cases and offers guidance on routine employee relations issues. Collaborating with HR Business Partners, the People Experience Partner supports and delivers strategic HR priorities, working closely with cross-functional HR teams on operational actions related to compensation, benefits, and the annual reward cycle.

People Experience partners are expected to collaborate with HRBPs on activities related to coaching leaders and managers on people and performance management, enhancing employee engagement, and promoting understanding of HR processes and policies to upskill managers. The People Experience Partner also identifies and raises improvement ideas, focusing on process simplification and optimization, and maintains the knowledge base. Additionally, they ensure global policies align with local laws and analyze employee engagement data to support action plans and talent reviews.

Key Responsibilities and Accountability

• Partner with HRBPs: Collaborate with HR Business Partners to deliver strategic HR priorities for the BU/Function, leveraging global programs and processes to meet local needs and compliance requirements. Work as an embedded member of the BU/Market/Function HR team
• Global People Solutions: Work as part of the Global People Solutions organization to continually seek opportunities to globalize and standardize policies and processes, releasing capacity to focus on more complex interventions and advisory work
• Manager Capability: Build manager capability to use self-service and provide input and feedback to global teams to continually improve manager and employee experience

Key Focus Areas

• Local Standard ER Issue Resolution: Address and resolve local standard employee relations issues by serving as the primary contact for employee queries via ServiceNow and live chat. Provide comprehensive support and resolution for HR cases, including complex cases and routine employee relations issues
• Employee Engagement Data Analysis and Organizational Support: Analyze employee engagement data and metrics to identify trends and insights. Assist HRBPs in delivering engagement interventions to embed business and cultural priorities. Support organizational changes and employee transition
• Local Onboarding: Facilitate local onboarding processes, including compliance and "wet signatures," meet-and-greet sessions, and administration of local training and immersion sessions
• Talent Reviews: Provide support for talent reviews and succession planning, serving as the primary contact for managers to assist them throughout the process
• Coaching and development: coach leaders and managers on performance management, employee engagement, and people management. Deliver training and development interventions to upskill managers in HR processes and policies.
• Strategic HR Support: partner with HR Business Partners to support and deliver strategic HR priorities. Collaborate with cross-functional HR teams on operational actions related to compensation, benefits, and the annual reward cycle.
• Process improvement: proactively raise improvement ideas, focusing on process simplification and optimization. Maintain the knowledge base by preparing and updating documents.
• Policy deployment and compliance: deploy and adapt global policies to align with local laws and regulations, ensuring consistent application while meeting country-specific requirements.
• HR Administration: perform HR administration tasks related to compensation, benefits, and other HR-related activities.
• Local Authorities Interaction: Liaise with local authorities and manage audits
• Ops Delivery Model Facilitation: Direct stakeholders to the appropriate channels and monitor the adoption of the new Ops Delivery model
• Ops Model Adoption Monitoring: Highlight market challenges and m