People Business Partner, Specialty Care

Role Summary

Role: People Business Partner, Specialty Care. Location: Cambridge, MA. Ready to push the limits of what’s possible? Join Sanofi in one of our corporate functions and you can play a vital part in the performance of our entire business while helping to make an impact on millions around the world. The People Business Partner for Specialty Care serves as a highly strategic advisor and enterprise leader who partners closely with country/regional leadership teams and senior business leaders across the GBU or GF. This role contributes directly to the development of business strategy and is accountable for translating that strategy into impactful, forward‑looking people and organizational solutions. The PBP operates with a heightened degree of complexity and influence — leading transformational talent, organization, and culture initiatives; shaping strategic workforce investments; and advising senior executives on high‑stakes decisions that enable long‑term competitive advantage. The ideal candidate is a bold, future‑focused HR leader who challenges the status quo, brings innovative and digital‑first thinking, and demonstrates the Sanofi Take the Lead Behaviors.

Responsibilities

• People Strategy & Senior Leadership Advisory: Serve as strategic thought partner to senior business leaders, shaping and influencing business strategy through deep people, organization, and culture insights.
• People Strategy & Senior Leadership Advisory: Translate complex business strategy into integrated people plans that drive enterprise and GBU/GF priorities.
• People Strategy & Senior Leadership Advisory: Act as a key representative of the GBU/GF within enterprise People & Culture forums, ensuring unique business needs influence global policy and solution design.
• Talent Management & Enterprise Capability Building: Lead enterprise-level talent strategy development for the client group, including advanced succession planning, executive talent discussions, and future‑focused capability building.
• Talent Management & Enterprise Capability Building: Coach senior leaders in assessing talent, building sustainable pipelines, and creating growth, career, and mobility opportunities for top and emerging talent.
• Talent Management & Enterprise Capability Building: Drive achievement of diversity and cross‑functional mobility goals; advocate for bold, differentiated talent moves.
• Talent Management & Enterprise Capability Building: Implement advanced assessment frameworks to identify high‑potential leaders able to operate in complex, matrixed, or alliance‑influenced environments.
• Organizational Design & Transformation: Lead large‑scale organizational design efforts, ensuring structures, decision rights, and operating models support agility, competitiveness, and long‑term growth.
• Organizational Design & Transformation: Serve as the architect for complex business transformations.
• Organizational Design & Transformation: Champion Sanofi’s change methodology, coaching senior leaders to effectively lead, sustain, and communicate change.
• Culture, Inclusion & Experience (CIE) and Leadership Effectiveness: Accelerate the Take the Lead culture transformation through leadership coaching and targeted interventions.
• Culture, Inclusion & Experience (CIE) and Leadership Effectiveness: Coach senior executives on team effectiveness, leadership behaviors, and organizational health.
• Strategic Workforce Planning: Partner with Global COE to shape long‑term SWP strategies, integrating market insights and capability trends.
• Strategic Workforce Planning: Guide leaders through scenario planning.
• Strategic Workforce Planning: Provide thought leadership on future of work and evolving workforce models.
• Talent Acquisition & Market Competitiveness: Anticipate critical talent needs and partner with the TA COE.
• Talent Acquisition & Market Competitiveness: Challenge hiring decisions to ensure diversity and top‑quality selection.
• Talent Acquisition & Market Competitiveness: Leverage competitive intelligence and market benchmarking.
• Performance Management & Compensation Strategy: Lead performance and total rewards processes.
• Performance Management & Compensation Strategy: Provide strategic counsel on complex compensation decisions.
• Performance Management & Compensation Strategy: Promote performance differentiation.
• High-Stakes Employee Relations & Risk Management: Serve as escalation point for complex employee relations matters.
• High-Stakes Employee Relations & Risk Management: Partner with Legal, Compliance, and ER COE.
• High-Stakes Employee Relations & Risk Management: Manage investigations, separations, and restructurings.
• Learning, Leadership & Organizational Development: Partner with Learning COE and senior leaders on capability roadmaps.
• Learning, Leadership & Organizational Development: Design leadership development experiences.
• Learning, Leadership & Organizational Development: Coach senior leaders.
• Digital HR, AI‑Enabled Insights & Workforce Analytics: Leverage advanced people analytics.
• Digital HR, AI‑Enabled Insights & Workforce Analytics: Champion adoption of AI and digital HR technologies.
• Digital HR, AI‑Enabled Insights & Workforce Analytics: Use data to generate insights that shape organizational health and talent strategies.

Qualifications

• Experience: A minimum of 12 years of progressive HR experience (Required).
• Experience: Proven track record advising senior executives (Required).
• Experience: Demonstrated success leading large‑scale organizational transformations (Required).
• Experience: Experience in high‑growth, matrixed, or specialty care environments (Required).
• Experience: Experience with alliance/joint ventures preferred.

Skills

• Strategic enterprise thinking
• Executive presence and senior‑level influence
• Organizational design & transformation expertise
• Advanced analytics and problem‑solving
• Digital fluency and comfort with AI tools
• Leadership coaching and relationship building
• Agility and comfort with ambiguity
• Strong Culture, Inclusion & Experience (CIE) orientation

Education

• Bachelor’s degree required; Master’s preferred.