Human Resources Business Partner

Con un legado único en dermatología y décadas de innovación de vanguardia, Galderma es el líder emergente en la categoría de dermatología, presente en aproximadamente 90 países. Ofrecemos un portafolio innovador basado en la ciencia de marcas emblemáticas premium y servicios que abarcan todo el espectro del mercado de la dermatología en rápido crecimiento a través de Estética Inyectable, Cuidado Dermatológico y Dermatología Terapéutica. Desde nuestra fundación en 1981, hemos dedicado nuestra atención y pasión al órgano más grande del cuerpo humano, la piel, satisfaciendo las necesidades individuales de consumidores y pacientes con resultados superiores en asociación con profesionales de la salud. Porque entendemos que la piel en la que vivimos moldea nuestras vidas, estamos avanzando en dermatología para cada historia de piel.

Buscamos personas que se centren en obtener resultados, abracen el aprendizaje y traigan una energía positiva. Deben combinar la iniciativa con un sentido de trabajo en equipo y colaboración. Sobre todo, deben estar apasionados por hacer algo significativo para los consumidores, pacientes y profesionales de la salud a quienes servimos todos los días. Nuestro objetivo es empoderar a cada empleado y promover su crecimiento personal mientras se asegura de que se satisfagan las necesidades comerciales ahora y en el futuro. En toda nuestra empresa, valoramos la diversidad y respetamos la dignidad, la privacidad y los derechos personales de cada empleado.

En Galderma, damos activamente a nuestros equipos razones para creer en nuestra ambiciosa meta de convertirnos en la principal empresa de dermatología del mundo. Con nosotros, tienes la oportunidad definitiva de adquirir nuevas y desafiantes experiencias laborales y crear un impacto directo sin igual.

The HR Business Partner (HRBP) acts as a strategic advisor to business leaders, providing guidance on people-related matters that enhance organizational performance, culture, and talent development. This role partners closely with leadership to design and implement HR strategies that support business objectives while ensuring excellent employee experience.

Key Responsibilities:

Strategic Partnership

• Serve as a trusted advisor to business leaders, aligning HR strategies with business goals.
• Support organizational design efforts to ensure structure, roles, and capabilities meet future business needs.
• Use data-driven insights to recommend people strategies related to workforce planning, productivity, and engagement.

Talent Management & Development

• Lead talent assessment and succession planning processes.
• Coach managers on career development, performance management, and leadership effectiveness.
• Identify capability gaps and partner with Learning & Development to design targeted interventions.

Employee Relations & Culture

• Manage complex employee relations issues, ensuring fair, consistent, and legally compliant outcomes.
• Champion company culture and drive initiatives that support engagement, inclusion, and well‑being.
• Support change management processes, including communication strategies and leader coaching.

Performance & Compensation

• Advise managers throughout the performance cycle, ensuring objective, equitable evaluations.
• Support annual compensation processes, providing insights on internal equity and market data.
• Partner with Total Rewards to address compensation concerns and maintain competitive positioning.

HR Operations & Compliance

• Ensure compliance with local labor laws, corporate policies, and ethical standards.
• Partner with HR Centers of Excellence (COEs) to deliver seamless HR programs (recruitment, learning, compensation, etc.).
• Utilize HR systems and analytics to monitor trends, risks, and opportunities.

Requirements:

Education & Experience

• Bachelor’s degree in human resources, Psychology, Business Administration, or related field; master’s degree preferred.
• 5–8+ years of progressive HR experience, including at least 3 years in an HR Business Partner or strategic HR role.
• Demonstrated experience supporting senior leaders and influencing decision‑making in complex, matrixed organizations.
• Experience managing organizational change, talent development initiatives, and employee relations in fast‑paced environments.
• Fluency in English required

Technical & Functional Skills

• Strong knowledge of local labor laws and HR best practices.
• Proficiency working with HRIS platforms (Workday, SuccessFactors, or similar).
• Strong analytical capabilities: ability to interpret HR data and translate insights into actionable recommendations.
• Experience in compensation processes, performance management cycles, and organizational design.

Leadership & Interpersonal Skills

• Exceptional stakeholder‑management skills with the ability to influence without authority.
• Strong communication skills, including facilitation, coaching, and executive‑level presentation capabilities.
• High emotional intelligence and ability to navigate sensitive situations with discretion and sound judgment.
• Ability to build trust, foster collaboration, and promote a positive and inclusive culture.

Competencies & Attributes

• Strategic thinker with a hands-on approach and strong problem‑solving abilities.
• Ability to manage ambiguity and drive clarity during periods of change.
• Proactive, solutions-oriented mindset with a focus on continuous improvement.
• Strong planning and prioritization skills; able to manage multiple initiatives simultaneously.