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Sanofi Group People Business Partner, Manufacturing & Supply in Swiftwater, Pennsylvania

Position Title:

People Business Partner, Manufacturing & Supply (Strategic HRBP)

Who You Are:

You have a strong knowledge of human resources and are interested in making an impact with the business to ensure we deliver high quality healthcare solutions to millions of people who need them around the world. You are a valued influencer who drives decision-making processes, especially during times of change and disruption and can ensure that the people strategy supports the achievement of key business priorities. You understand operational HR activities, engage the appropriate partners, and focus on strategic impact.

The ideal candidate will be highly motivated with a positive attitude, not afraid to challenge the status quo and eager to propose new ways of doing things to bring innovative HR solutions and ways of working to the business.

The person hired for this position must embody and effectively demonstrate the Sanofi Play to Win Behaviors – Think One Sanofi, Take Action, Stretch, Act for Patients and Customers

The Team:

The North America People & Culture (HR) team supporting Manufacturing & Supply is located across 4 different sites in the US and Canada and is aligned to our pharmaceutical and vaccines industrial network. Members of this team are key partners to successfully manufacture a diversified portfolio of products while transforming how we work.

Job Highlights:

The People Business Partner, Manufacturing & Supply, works as a strategic business partner and advisor that supports the country or region leadership team and local business leaders for the Manufacturing & Supply function, working in close partnership with leaders, contributing to the development of the business strategy and being accountable for its effective implementation within the respective client scope. Focus is on delivering local initiatives aligned with Global Business Unit (GBU) or Global Function (GF) objectives.

  • People Strategy : Bring to life the global people strategy and employee value proposition by advising, coaching, and influencing business leaders/leadership teams.

  • Talent Management : Drive the talent agenda with local business leaders, coaching leaders to assess talent and build quality succession plans. Lead the talent management process for leadership teams and partner with them on plans to retain and develop top and emerging talents of the organization. Ensure robust and actionable succession planning for critical roles. Drive achievement of GBU or GF talent Key Performance Indicators (KPIs) to better achieve our goals on diversity, gender balance, and cross-moves.

  • Organizational Change: Coordinate and manage business/organizational changes in country (e.g., mergers, acquisitions, divestitures) in conjunction with other GBU or GF People Business Partners, cross-functional stakeholders, and delivery/execution through the People Excellence team. Champion our change management methodology and coach leaders on managing and sustaining change in the organization.

  • Organizational Development: Support the business in organizational transformation while ensuring best practices are observed in organization design to promote effectiveness, flexibility, and competitiveness. Enable business team effectiveness by partnering and coaching leaders on role modeling leadership behaviors and capabilities in line with Play to Win.

  • Culture, Diversity, Equity & Inclusion (DE&I) and Change Management: Promote Sanofi DE&I and culture through in country initiatives. Coach & support business leaders to sustain the Play to Win culture transformation. Be a role model of the values and behaviors for the new ways of working.

  • Strategic Workforce Planning (SWP): In partnership with the Global Center of Expertise (COE), contribute to the SWP process for the business by providing a country and business view into the development of SWP diagnoses, capability gaps, sizing, and competitive landscape considerations, etc. Support the business to build specific action plans to build the right capabilities and critical competencies for now and the future.

  • Talent Acquisition (TA): Proactively address current and future talent needs to ensure business sustainability and growth. Partner with TA COE to attract top talent and develop an effective sourcing strategy and resource pipeline. Challenge the business on hiring to ensure we are pushing for diversity and hiring the best of the best.

  • Performance and Compensation Management: Oversee annual performance management and compensation cycle. Lead the compensation strategy with business leadership teams and execute for employee base in partnership with People Excellence team. Ensure that Reward and Performance (including mobility) policies and programs are leveraged pushing for performance differentiation, competitiveness, and potential development. Partner with Rewards and Performance COE and People Excellence on any ad hoc matters including ad hoc compensation changes, visas, mobility, etc.

  • Project Management and Delivery: Work on business priorities in country determined by GBU or GF HR Leadership. Coordinate and manage the in-country projects to overcome people challenges or build capabilities (aligned to GBU or GF).

  • People Manager Development: Hold managers accountable to lead and develop their people – through facilitated development activities and use of online tools. Champion the usage of self-service, people manager actions, and people manager ownership and accountability of activities through the people management life cycle.

  • Learning & Development (L&D): Together with Business Leaders and relevant COE, define, develop, and implement L&D initiatives to support the realization of employees’ individual development, and to develop capabilities across the organization to enhance performance. Partner with the Learning COE to understand and deploy current solutions; support the design of customized solutions where applicable.

  • Insights: Leverage local people insights (from People Excellence or the Analytics COE) to generate facts, insights, and the voice of the client to support local initiatives/projects and action planning e.g., People Survey.

Basic Qualifications:


  • Bachelor’s degree or higher


  • 10+ years’ experience in HR and/or relevant experience with multinational matrixed corporations. Prior international experience is an asset.

  • Strong business acumen with the capacity to quickly understand business goals and challenges and translate them into relevant solutions.

  • Experience with deploying frameworks, models, and methodologies and putting them into practice in a practical way with the business e.g., OD, change management, talent management, SWP, etc.

  • HR consulting and project management experience a plus.

The Fine Print:

Hybrid / Flexible Work Schedule

Approximately 10% travel for site visits, client relationship management, conferences, and training.

Sanofi Inc. and its U.S. affiliates are Equal Opportunity and Affirmative Action employers committed to a culturally diverse workforce. All qualified applicants will receive consideration for employment without regard to race; color; creed; religion; national origin; age; ancestry; nationality; marital, domestic partnership or civil union status; sex, gender, gender identity or expression; affectional or sexual orientation; disability; veteran or military status or liability for military status; domestic violence victim status; atypical cellular or blood trait; genetic information (including the refusal to submit to genetic testing) or any other characteristic protected by law.

As a healthcare company and a vaccine manufacturer, Sanofi has an important responsibility to protect individual and public health. All US based roles require individuals to be fully vaccinated against COVID-19 as part of your job responsibilities.

According to the CDC, an individual is considered to be “fully vaccinated” fourteen (14) days after receiving (a) the second dose of the Moderna or Pfizer vaccine, or (b) the single dose of the J&J vaccine. Fully vaccinated, for new Sanofi employees, is to be fully vaccinated 14 DAYS PRIOR TO START DATE.



At Sanofi diversity and inclusion is foundational to how we operate and embedded in our Core Values. We recognize to truly tap into the richness diversity brings we must lead with inclusion and have a workplace where those differences can thrive and be leveraged to empower the lives of our colleagues, patients and customers. We respect and celebrate the diversity of our people, their backgrounds and experiences and provide equal opportunity for all.