Strategic Workforce Architect & Talent Lead

GSK

United Kingdom

Hybrid

GBP 90,000 - 120,000

Full time

3 days ago

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Job summary

GSK is seeking a Workforce Strategy & Talent Manager for the Digital Platforms and Technology Foundations (DPTF) in the United Kingdom. The role leads workforce planning, organisation design and capability strategy, defining how we build, buy or partner for critical capabilities and aligning them with the budgeted establishment and costs.

Hybrid working model with on-site and remote elements is offered. Closing date for applications is 1 November 2026 EOD.

Qualifications

Bachelor's or Master's degree in Human Resources, Business, Organisational Psychology, or related field, or equivalent experience.
Demonstrated experience in workforce planning, organisation design, talent strategy or HR business partnering, ideally supporting a technology function.
Proven experience translating a functional strategy into a workforce plan and an organisation design.
Experience designing roles, spans and layers for a large function, including entirely new capabilities.
Experience setting or applying a location and sourcing strategy across insourced and outsourced delivery.
Experience identifying capability gaps and building the skills frameworks, career pathways and learning response to them.
Experience partnering with HR through organisational change, including consultation.

Responsibilities

Develop the DPTF workforce and skills strategy, setting out the capabilities the function needs and whether it will build, buy or partner for each.
Lead workforce planning across DPTF, analysing demand, supply and skills to translate the functional strategy into the shape of organisation required to deliver it.
Design and advise on organisation options for the function - including role definitions, spans and layers, and the design of new capabilities as they are introduced.
Own the location and sourcing mix, setting where roles sit and which work is insourced, co-sourced or outsourced, and keeping that consistent with the agreed sourcing strategy.
Identify capability gaps, talent risks and succession needs across the function, including single points of dependency and skills DPTF will need but does not yet hold, working with HR and leadership on the pipeline behind critical roles.
Establish skills frameworks, career pathways and capability development plans, and drive learning and upskilling against the capabilities that matter most to the strategy, including AI fluency across the function.
Monitor labour market dynamics and future skills trends across the locations DPTF operates in, so that workforce plans reflect what the function can realistically hire and retain.
Partner with HR on workforce policy, recruitment, consultation and the people aspects of organisational change.
Work with the Director, Business Operations so that workforce plans and the funded establishment reconcile, with the shape and capability of the organisation owned here and the budgeted positions and their cost owned there.
Provide workforce insight to the DPTF Leadership Team, covering capability, attrition, vacancy, skills coverage and talent risk.
Support workforce transformation as the operating model changes, including the transition of roles and capability into the new structure.
Use AI and analytics to accelerate skills mapping, workforce modelling and scenario planning.