Sr Talent Management & HR Business Partner, Korea

Diversity - Innovation - Caring - Global Collaboration - Winning Spirit - High Performance

At Boston Scientific, we’ll give you the opportunity to harness all that’s within you by working in teams of diverse and high-performing employees, tackling some of the most important health industry challenges. With access to the latest tools, information, and training, we’ll help you in advancing your skills and career. Here, you’ll be supported in progressing – whatever your ambitions.

[Purpose]

Support execution of Human Capital Strategy via application of HR initiatives, tools and processes within client group(s). Partner with client group leaders to deliver human capital solutions aligned with department/function performance goals and business strategy.

Support all aspects of Talent Management, including talent deployment and retention, talent review, succession planning, and individualized and organizational development strategies. Closely work with HR Head and business leaders to design and provide solutions for organization development and talent growth that enhance organizational capabilities, motivate people, and build a strong talent pipeline to drive sustainable business growth and establish healthy and high performing culture.

[Key Responsibilities]

<HR Business Partner>

• Closely work with business leaders to develop a desired talent development culture, and to ensure the organization has the right capabilities, to support the overall business performance and growth strategies.
• Responsible for providing HR guidance/support to client group(s) in most of the following areas: competency development, succession planning, talent management, employment law compliance, employee relations, employee engagement, change management and process improvement.
• Coach and consult with people leaders on issues affecting morale, performance, development and organization effectiveness, helping to determine root causes and recommending appropriate next steps.
• Partner with regional HR Centers of Excellence to address and satisfy client group(s) requirements. Apply knowledge of key business drivers in making decisions related to human capital.
• Introduce, lead and influence change management initiatives with client group leaders in order to address issues that will enhance overall performance and build the overall human capital capability of the organization.

<Talent Management>

• Understand business needs and priorities, and translating these into talent development strategies, aligned to global & regional Talent Management strategy.
• Ensure that that systems and processes are operating effectively and will work closely with regional Talent Management & Development COE to develop leadership and competency development initiatives that will contribute to building a strong leadership bench and strengthening organizational capabilities.
• Leverage regional resources for organizational design and effectiveness and change management initiatives and provides input on best practices.
• Lead processes and programs that support internal development, slating of internal candidates, external acquisition including acquiring the best talent to fill gaps in succession plans.
• Partner with business leaders and regional Talent Management COE to establish career path flow through positions for career rotations.
• Provide insights using reports and metrics of talent management programs and initiatives for the assigned area.
• Consult with managers & leaders to understand business problems and opportunities to identify opportunities to enhance human performance and capability through training or other solutions. Anticipate future training needs based on business requirements and changes.
• Advise, educate and coach people leaders and employees on the Talent Management and Development programs.
• Present, train and/or facilitate workforce development programs.
• Organize and implement the delivery of learning solutions (Functional competencies, Leadership development, New employee/manager orientations, online training, language learning, etc.) including any re-training actions necessary. Collaborate with internal subject matter experts and/or cross-functional teams for content development.
• Ensure that an effective curriculum is in place to enhance functional competency, knowledge, managerial and leader skills through the development of internal programs or through collaboration of external providers.
• Work to identify external programs, resources and vendors that specifically meet learning & development needs. Continually evaluate instructor effectiveness. Lead and/or support negotiations of resources, schedules, contracts and fees for both internal and externally developed programs.
• Identifies and determines appropriate use of external vendors and partners.
• Ensure compliance with Statutory and Company legislation/policy.

[Requirements/Qualifications]

Basic Requirements

• Bachelor’s degree
• At least 12 years’ experience in Human Resources department at multinational companies ; at least 3 years’ prior experience in pharmaceutical, medical device and/or healthcare related industries
• Minimum 3+ years of Business Partnering and HRM related work experience to include employee engagement, HR consultation, Performance Management, etc.
• Minimum 3+ years of Talent Management such as Talent Development, OD, and/or Learning & Development to include creating and delivering training materials and identifying/analyzing training and development data
• Proven track record in building sustainable talent management and business partnerships
• Good written and verbal communication both in English and Korean
• Resilient, adaptable, learning agility. Is comfortable working with ambiguity, open-minded and possess flexibility to adapt and refine approaches to thrive in an evolving environment
• Strong organizational and planning & prioritization skills
• Teamwork and collaboration skills
• Knowledge in Korea Labor Law & regulations
• Technologically savvy; possesses strong computer skills in Microsoft Office applications and technology/portals commonly used in HR

Preferred qualifications

• General knowledge in instructional design, employee development or various organizational culture development areas and project management.
• Certifications on training techniques, facilitation related are a plus
• Live Training Skill
• Experiences in HR Operations, Staffing, Compensation

[Job Scope & Competency Level]

Functional Knowledge

• Require specialized and comprehensive technical and/or functional knowledge in own job function or field and have full understanding of other related job functions
• Leverage this knowledge to recommend new and/or improved work processes, typically at an area level impacting various teams

Business Expertise

• Apply knowledge of business and industry best practices and how own area integrates with others to achieve objectives to drive results
• Awareness of the competition and the factors that differentiate them in the market

Leadership

• Act as a resource and mentor for colleagues with less experience
• May lead projects with manageable risks and resource requirements, often broader, cross-functional projects
• Develops and/or identifies new work processes and the improved utilization of resources within the assigned area

Problem Solving

• Solve complex and diverse problems, take a new perspective on existing solutions and exercise judgment based on the analysis of multiple sources of information using specialized knowledge of various alternatives and their impact on the business
• Work independently within broad guidelines and policies, receive minimal guidance
• Develop implementation strategies for developed solutions

Impact

• Impact the ongoing achievement of customer, operational, project/program or key business/organizational/service objectives and recommend improvements within area of responsibility
• Exert some influence on the overall objectives and long-range goals of the organization

Interactions (and Communications)

• Explain difficult or sensitive information to facilitate productive discussion; work to build consensus
• Regularly lead discussions and make presentations in cross-functional meetings, effectively presenting information to explain recommendations and implications
• Communicate with others either internally or externally to build collaborative relationships, achieve goals and effectively guide them to understand more complex issues

[Quality System Requirements]

In all actions, demonstrates a primary commitment to patient safety and product quality by maintaining compliance to the Quality Policy and all other documented quality processes and procedures.

For those individuals that supervise others, the following statements are applicable:

• Assures that appropriate resources (personnel, tools, etc.) are maintained in order to assure Quality System compliance and adherence to the BSC Quality Policy.
• Establishes and promotes a work environment that supports the Quality Policy and Quality System.

The above statements are intended to describe the general nature and level of work being performed
by people assigned to this classification. They are not intended to be construed as an exhaustive list
of all responsibilities, duties and skills required of personnel so classified. Job-specific training requirements associated with responsibilities and tasks personnel perform are established and demonstrated through their individual learning plan.

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