Fresh Job Vacancies at GSK

Job Description

Basic Qualifications

Qualifications & Experience:

• Selling & Relationship Management
• Understanding Customer
• Reaching agreement
• Communication (written, oral, listening)
• Adaptability & Flexibility
• Building collaborative and trusting relationships

Customer Strategy Alignment

• Strategic thinking and problem solving
• Leveraging company assets and resources
• Joint Business Planning
• Multifunctional and general management knowledge
• Collaboration

Category Planning & customer Execution

• Category and product knowledge
• Execution
• Results focus and accountability

Shopper, Consumer & Industry Understanding

• Analytics
• Project Management
• Financial Acumen
• Shopper and consumer insights
• Industry knowledge

Details

• Preferred qualifications:

Objective

• The job is very complex, internally working with business teams

Job Purpose

• The Trade Marketing Manager is responsible for leading and developing an integrated and standardized business plan for one or more categories. This plan equips the sales organisation and multi-functional resources with the strategies, plans, initiatives and customer launch proposals, sales fundamental targets (Distribution, Pricing, Shelving & Merchandising) and fund availability and training sufficient to ensure the sales and share requirements by category and brand
• He/ she is responsible for ensuring that the companies Trade Marketing principles /practices are adapted to the country’s legal and regulatory environment and are deployed effectively within the customer
• He/she is responsible for understanding sales team capacity, establishing selling priorities consistent with the customer business plan
• He /she is expected to lead, develop and execute purchase-back macro promotional plans within the portfolio based on shopper insight by channel. Lead shopper-based plans /programmes in key accounts where identified.

Key Responsibilities

• The Trade Marketing Manager is responsible for category growth by working closely with business teams to maximise brand equity with customers, shoppers and consumers
• Be the expert on category shopper understanding within the channels – lead shopper category expertise with retailer specific projects
• Be the voice of the shopper in the development and translation of brand objectives, bringing shopper objectives to the fore in clear channel and retailer specific activation plans
• Insight-led development of Category/ Brand shopper marketing campaigns which overcome purchase barriers
• Lead in store execution within the full path to purchase campaign and ensure synergy throughout
• Develop tailored (where appropriate) compelling communications /initiatives to drive the GSK /customer /category & brand goals further
• Create retailer events (where appropriate) aligned to customer and internal strategy, which strengthen customer relationships to secure optimum in-store feature, support de-escalation of pricing promotions, and drive shopper engagement & for GSK brands to ultimately win the purchase
• Deliver against the budget requirements by investing across the right customers and touch points in-store to unlock the desired execution
• Manage shopper /POS budget across portfolio of brands and customers
• Build The Business

Key Job Measures & Functions:

• Co-lead with the brand manager the development and execution of the category plans
• Ensure alignment between brand plans and category action plans
• Lead the deployment of the agreed sales and category strategies to the field and business teams
• Supervise the integrated business plans to achieve sales fundamentals and sales objectives
• Co-ordinate and integrate the deployment of all brand initiatives and 360 plans into a published corporate calendar to optimise sales capacity within a standardized company process
• Understands and monitors field /sales team organisations capacity
• Monitor and track progress versus KPI measures
• Lead the definition of trade fund budget needed to ensure objectives of shopper activation master grid are achieved
• Ensure that sufficient funds are available to drive Category re-invention, sustainable campaigns & in-store equity
• Define and align sales and category priorities with multi-functional teams
• Deploy these priorities to the sales organisation
• Work with the channel teams to ensure annual channel, account and customer business plans are consistent, (i.e. category, brand & shopper connections plans)
• Ensure the promotional volume forecast process is in line with the S&OP process. Supervise to ensure alignment between forecast and objectives

Build The Organisation

• Implement systems to ensure the collection/ tracking of quality competitive info
• Make use of tools and functional trainings to continue improving the quality of work
• Ensure the systems /tools and availability of information to be able to follow up results and place corrective actions if needed
• Search and re-apply proven success models across categories
• Create a culture which fosters innovation and creativity

#LI- GSK

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• GSK does not accept referrals from employment businesses and/or employment agencies in respect of the vacancies posted on this site. All employment businesses/agencies are required to contact GSK's commercial and general procurement/human resources department to obtain prior written authorization before referring any candidates to GSK. The obtaining of prior written authorization is a condition precedent to any agreement (verbal or written) between the employment business/ agency and GSK. In the absence of such written authorization being obtained any actions undertaken by the employment business/agency shall be deemed to have been performed without the consent or contractual agreement of GSK. GSK shall therefore not be liable for any fees arising from such actions or any fees arising from any referrals by employment businesses/agencies in respect of the vacancies posted on this site.
• Preference will be given to candidates in line with the GSK SA and GSK Consumer Healthcare Equity Plan.

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Job Description
Basic Qualifications

• Matric
• HR Degree
• Preferred Qualifications
• Preferably business management / Economics university degree.

Job Purpose:

• To deliver high quality HR interventions across a range of HR activities in order to enable line managers and employees to add maximum value to the business.
• Member of an in-country/cluster HR Operations group and works with other areas of HR to deliver effective HR solutions.

Key Accountabilities

• Coach and develop line managers in the delivery of key HR activities, build their leadership and people management capability
• Respond to complex, escalated queries around HR policies, processes and ways of working
• Diagnose and as needed, reframe the business need through active inquiry
• Proactively promote pragmatic and best practice approaches and interventions that drive the HR and business agenda forward
• Diagnose and/or deliver change projects in line with the HR and business agenda
• Successfully manage progress and track key HR Operations department milestones, deliverables and metrics
• Facilitate interventions focused on business LT development
• Coach and build line manager capability to create a positive employee environment
• Key delivery channel for initiatives developed by the HR CoEs, HRBLs and Global HR Ops; One HR - working in partnership to deliver the HR agenda and enhance the customer experience
• Actively contribute to standardisation and continuous improvement of HR Services through VOC feedback and solution mindset in order to increase HR’s effectiveness and enhance the customer experience
• Continuously look to increase the value HR adds to the business
• Efficiently manage and contribute to key governance forums (Customer Board, HR Business Meeting, HR Council)
• Resolve ER/IR issues and implement strategies to reduce such issues and enhance performance.
• Understand the HR Risk environment, identify and mitigate potential HR risks
• Share collective responsibility for managing the reputation of HR and HR Risk
• Can be the Local Process Owner for Assess and Develop in the market.
• Depending on the country / cluster may be responsible for analyzing soft skills development requirements across the businesses and translate them into appropriate development programmes.
•     Maintain the relationship with third party development provider like NIIT and CoE.
•     Determine the annual training budget across businesses in the country / cluster
•     Build annual development plans for all businesses
•     Communicate the Global Learning offering and ensure that it is fully leveraged across the country / cluster.

Core HR Capabilities

• Coaching leaders – Increases line leader capability through building rapport, diagnosis of issues and identifying solutions:
• Encourages, supports and educates managers so that they can more effectively manage their people, including best use of tools, processes, interventions
• Uses a coaching approach; demonstrates the value of coaching and having a developmental mindset to others
• Has the passion and courage to challenge positively, give constructive feedback, make tough calls and to engage in real debate
• Organisation Design - Using standardised and validated processes and techniques, designs how an organisation channels its resources, defines its structure, jobs and work processes, motivates performance and shapes the patterns of informal interactions.
• Ensure that the current organisation design is driving the business strategy effectively and the business needs are managed
• Ensure that the standard Organisation Design Process and Tools are used to improve existing organisational design
• Strategic Consulting - Improves organisational performance through the analysis of existing business problems and the development of plans for improvement. Transfers knowledge of internal and external best practices from one organisation to another.
• Uses methodologies, frameworks or other tools to guide the identification of problems and formulate recommendations for more effective or efficient ways of performing business tasks.
• Ensures that during each critical phase of the consulting cycle associated with a unit-wide change/transformation project organisational performance is supported.
• Understand the relevant business problems and build solutions and supports around these needs
• Understand what business to understand needs and motivates associated plans to address strategic business problem or opportunity.
• Business Know How - Understands GSK’s internal and external business environment and applies that knowledge and insight in the context of HR activity in order to improve business performance.
• Understand the GSK strategy and how it’s interpreted in own business area and HR
• Ensure understanding of external business landscape affecting GSK strategy (e.g., competitors, trends, changes and technology)
• Lead the HR representation during the strategic planning process in the business to better understand the link between business strategy and workforce strategy.
• Leading and delivering change – Delivers diverse change projects in support of the company’s strategic agenda within a culture of empowerment through personal leadership and using GSK standard tools
• Understands the case for change and actively supports change initiatives.
• Understands the level of readiness for change and works with the customer in overcoming obstacles
• Ensures efficient uses of tools/resources to progress change and ensures it’s sustainable.
• Understands the ER and IR relations implications of change initiatives and ensures delivery accordingly to ensure best outcomes.
• Uses standard GSK change methodologies (ADP) and coaches others in their application.
• Industrial Relations / Employee Relations - Understands Employee, Industrial Relations and Reputational risks arising from business plans and activities and ensures effective strategies to manage these successfully within local environments.
• Ensure compliance to GSK ER/IR processes and policies and appropriate behaviours
• Understand the ER/IR landscape and apply to the environment identifying any risks with relevant business and assist in creating strategies to address gaps
• Understand the ER/IR risks arising from business plans and build options to move forward from relevant experts.
• Culture Development - Understands the business agenda, is able to translate this into the desired culture in an engaging, inclusive way and reinforces through personal leadership, effective team work and use of the GSK Change Framework.
• Lead drivers of culture and identify the factors that would support or prevent culture change role modelling desired values and behaviours in all interactions
• Ensure the GSK Leadership expectations are in practice and integrated in daily work across the businesses
• Ensure leaders behaviours and attitudes reflect positive support to the culture of the organisation
• Relationship Management – Builds credibility with internal customers in business and in other areas of HR
• Is business and organisationally aware, is able to build strong partnerships with leaders through delivery in line with businesses’ needs and effective use of consulting skill
• Handles issues in a conciliatory, patient but determined manner demonstrating appropriate challenge. Uses the issue to influence and embed GSK ways of working.
• Builds a strong network across HR. Works across boundaries to meet GSK’s needs.
• Within context of the employment environment, builds effective relationships with management, employees and employee representatives such as trade unions and works councils.
• Enables others to deliver.

Technical

• HR Service Delivery – Drives and delivers effective HR Operations across businesses to deliver successful business outcomes
• Quickly builds their understanding of business needs and applies the appropriate HR solution.
• Has strong process skills. Manages work from beginning to end in a rigorous and disciplined manner.
• Applies GSK tools and approaches to deliver pragmatic solutions - re-balances different tools and approaches in a flexible manner over time.
• Seeks to continuously improve the effectiveness of HR Operations and solutions.
• Aware of the cost implications of any activity and looks for the most cost effective option.
• HR Governance & Risk – Understands clear operating principles, structures and accountabilities and applies to HR activity so as to ensure HR risks are mitigated, company reputation is protected and related fiduciary, legal and policy duties are carried out.
• Keeps fully abreast of employment law and contextual issues that may impact GSK and ensures that policies are implemented effectively and consistently across businesses.
• Ensures that the spirit of GSK policies is embedded through the design and application of HR practices.
• Understands current HR risks; uses judgement to assess, proactively identify and mitigate against potential risks.
• Proactively identifies ER and IR underlying issues and takes appropriate action.
• Feeds back ideas as to how to improve GSK policies and processes.
• Understands how HR works in GSK, HR Strategies, the HR Operating Model and role within it.
• Knowledge Management – Effective application of HR information, including knowledge management systems, to support best decision making for successful business outcomes
• Shares and re-uses best practice.
• Has a broad understanding of technology and how it can support HR goals.
• Is up to date with internal and external best practice in HR Operations. Knows where to find and how to access information within GSK.
• Invests in own ongoing professional education and development.
• Maintains curiosity about the business and external trends and applies that knowledge in the context of HR activity to support improved business performance.
• Functional Excellence in at Least One Area – Has a depth of experience in one field of HR, e.g. ER, IR, compensation and benefits, talent management, HR operational implementation systems and processes, organisational development or design.
• Raising Standards – Experience of participating and influencing HR teams in order to raise standards within the function and improve the collective profile of HR within the business.
• Demanding Operational environments – Experience delivering HR solutions within demanding operational contexts. i.e. talent and workforce planning, resourcing, performance management, change management, consultation and reward issues, across a range of functions and job types.
• Broader business exposure – Experience of working in an integrated way with the businesses’ agendas. Is able to show insight and good judgment to deliver sound decisions and solutions.
• Operational excellence – Demonstrates a good track record of translating business objectives into HR solutions through appropriately setting direction, objectives, targets and metrics. Is able to deliver against demanding targets and meets criteria of time, cost, quality and performance.

#LI- GSK

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Job Description
Basic Qualifications

• Degree level : Bcomm, BSc, Supply chain qualification

Area Of Specialisation

Specialist educational disciplines not essential

Why This Level Of Education

• Role entails a high degree of interaction and influencing with senior managers both within GSK and external supplier organizations
• Research and analytical skills required to develop solutions to complex problems and analyze complex financial proposals
• Marketing, Finance, Procurement
• The role requires the ability to develop sophisticated commercial procurement strategies that align with the business’s needs. A strong understanding of business and financial analysis will facilitate success. Ability to communicate with senior Finance managers is required

Experience Required

• Demonstrated expertise in managing categories is required, particularly with respect to developing & implementing strategies, stakeholder management and supplier relationship management.
• Demonstrated experience in influencing strategy and managing across multiple geographies and business units
• Demonstrated experience in managing global/regional projects with consideration to diverse LOC needs and regulation (eg taxes, law, regulation)

Why This Level Of Experience

• These are key roles in the Procurement organization responsible for complex sourcing and category management. The role holders will be required to operate independently, influence senior management across multiple geographies and negotiate with the external supply base on behalf of GSK

Details

Preferred qualifications:

• To be the interface between the LOC stakeholders and the CBS Procurement community to
• Ensure continuity of business
• Direct to the appropriate Regional Category Manager depending on the business requirement
• Support the business to understand the GSK Procurement policies and ensure that users are trained / supported accordingly
• To support strategy creation, execution and management at regional level, where required, under the supervision and direction of global and regional category leaders and managers

The role will support stakeholder needs specific to local countries or hubs (collections of countries) by

• Leveraging deep category and market expertise
• Operating in a truly global manner
• Utilizing GSK and GSK Procurement policies, procedures, processes, systems and methodologies
• Engaging and building strategic relationships with key senior stakeholders and business partners in GSK
• Understanding the business requirements of key stakeholders and business partners and positioning the Procurement value proposition
• Delivering the needs of key stakeholders and business partners through execution of global sourcing strategies
• Identifying and delivering business benefits aligned to assurance of supply, quality, service, cost and innovation
• Ensuring financial benefit delivered is recognized by affected stakeholder communities and Finance groups to allow benefit capture and transparent decision making on how benefits are allocated by the business units, in line with the Spend Management Framework
• Leading, developing and managing the supply base, globally, for the in scope spend categories
• Establish and maintain effective relationships with key stakeholders and key suppliers
• Driving sustainable value for GSK from key supplier relationships

Key Responsibility

Strategy execution

• Execute global sourcing strategies for multiple spend categories in scope of responsibility, operating with a truly global mindset and ensuring all applicable regional dimensions are accommodated
• Have a clear understanding of how global strategies affect local markets and build an education & communication process for regional Procurement leads and business units
• Be the local expert in the spend categories within scope of responsibility

Benefit delivery

• Ensure financial benefits are managed in accordance with the Spend Management Framework approach, ensuring business unit and Finance agreement to financial value delivered and transparency on treatment of benefits in the budgeting process
• Create and deliver effective budgets (Plans of Purchase) agreed with key stakeholders and Finance in accordance with the Spend Management Framework

Business partnering & stakeholder management in GSK

• Build strategic relationships with local GSK stakeholders, to understand business requirements, identify opportunities to create value and to position Procurement’s value proposition. Align sourcing strategies accordingly
• Influence key stakeholders and business partners to support strategy development, endorse recommended strategies, support execution and agree how benefit delivery will be budgeted

External supplier relationships

• Execute and manage effective contracts with suppliers that will allow GSK to maximize opportunity globally. Ensure global views on supplier negotiations are taken
• Manage the local supply base for the categories within scope through a robust performance management process. Ensure supplier performance is understood and measured.
• Ensure suitable processes and communication links exist between above country supplier organization structures and local & regional networks to ensure effective process and communication cascade through supplier and GSK network and geographies

Supply chain & risk management

• Transform the supply chain to release value and make GSK more responsive to business and customer needs – for example in cost control, complexity reduction, simplification, best practice procurement and use of KPIs
• Identify and manage significant risks in the supply chain. Ensure appropriate mitigation plans are in place and in use and that the risks are communicated appropriately within business units impacted, Procurement and the supply base

Role dimensions

• Reports to Director or Manager level in Procurement organization
• Financial spend responsibility is £15m - £50m pa
• Operate across Stakeholder interface in GSK is typically Director level with a medium complexity network
• Category complexity is low
• Supply market complexity is low
• Seniority of supplier interface is low
• GSK business impact of the category is medium.