Workforce Strategy & Talent Manager

Gsk; Greater London; Hybrid; GBP 90,000 - 120,000; Full time

Job summary

GSK is seeking a Workforce Strategy & Talent Manager in Greater London to lead workforce planning, organisation design and capability strategy across DPTF. The role shapes the function, defines roles, spans and locations, and partners with HR and leadership to manage talent risks and change.

The ideal candidate has a track record in strategic workforce planning, capability development and analytics, with experience in technology functions.

Qualifications

• Bachelor's or Master's degree in HR, Business, Organisational Psychology, or related field.
• Experience in workforce planning, organisation design and talent strategy, 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 new capabilities.
• Experience setting or applying a location and sourcing strategy across insourced and outsourced delivery.
• 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.

Skills

Workforce planning

Organisation design

Talent strategy

Stakeholder management

AI in workforce

Education

Bachelor's or Master’s in HR/Business

Tools

HR analytics tools

Job description

This job is with GSK, an inclusive employer and a member of myGwork – the largest global platform for the LGBTQ+ business community. Please do not contact the recruiter directly.

At GSK, we unite science, technology and talent to get ahead of disease together. We are a global biopharma company with a special purpose – to unite science, technology and talent to get ahead of disease together. We're proud to be leading a healthcare revolution, and we're looking for people who can help us deliver on our ambition.

The Workforce Strategy & Talent Manager leads workforce planning, organisation design and capability strategy across DPTF (Digital Platforms and Technology Foundations). The role sets out the capabilities the function needs to deliver its strategy, designs the organisation and the roles that hold them, owns the location and sourcing mix, and identifies the capability gaps and talent risks that would stop the strategy landing.

The role owns the shape of the organisation and its capability. The funded establishment and its cost sit with the Director, Business Operations, and the two are kept reconciled. It partners closely with HR, with platform and domain leadership, and with the Change, Comms & OCM Manager where workforce change affects people directly.

Key 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.

Basic Qualifications

• Bachelor's or Master's degree in Human Resources, Business, Organisational Psychology, or a 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.

Preferred Qualifications

• Professional certifications such as CIPD or an equivalent HR qualification.
• Strong analytical skills, able to model workforce scenarios and interpret skills, vacancy and attrition data.
• Experience interpreting labour market and future skills data and reflecting it in workforce plans.
• Familiarity with workforce analytics and with AI enabled tooling for skills mapping and scenario modelling.
• Sound judgement on organisation design, balancing capability, cost and manageability.
• Excellent stakeholder management across HR, Finance and domain leadership.
• Discretion and care when working with information about individuals and their roles.
• Ability to influence across the domains without direct authority.
  

Work Arrangements:
This role offers a hybrid working model, with a mix of on-site and remote work. Fully remote or home-working arrangements are not available for this role.

Closing Date for Applications - 1 November 2026 EOD

Skills

Agile Methodology, Capability Management, Capability Mapping, Cross-Functional Teamwork, Data Analysis, Design Thinking, HR Business Partnering, HR Business Partnership, Location Strategy, Operating Models, Organizational Design, Organizational Structures, People Analytics, Prioritization, Project Management, Role Design, Scenario Modeling, Skills Gap Analysis, Strategic Workforce Planning, Strategy Deployment, Succession Planning, Talent Strategy, User Experience (UX), Workforce Planning, Workforce Transformation

Why GSK?

Uniting science, technology and talent to get ahead of disease together.

GSK is a global biopharma company with a purpose to unite science, technology and talent to get ahead of disease together. We aim to positively impact the health of 2.5 billion people by the end of the decade, as a successful, growing company where people can thrive. We get ahead of disease by preventing and treating it with innovation in specialty medicines and vaccines. We focus on four therapeutic areas: respiratory, immunology and inflammation; oncology; HIV; and infectious diseases - to impact health at scale.

People and patients around the world count on the medicines and vaccines we make, so we're committed to creating an environment where our people can thrive and focus on what matters most. Our culture of being ambitious for patients, accountable for impact and doing the right thing is the foundation for how, together, we deliver for patients, shareholders and our people.

GSK is an Equal Opportunity Employer. This ensures that all qualified applicants will receive equal consideration for employment without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), military service or any basis prohibited under federal, state or local law.

We believe in an agile working culture for all our roles. If flexibility is important to you, we encourage you to explore with our hiring team what the opportunities are.

Should you require any adjustments to our process to assist you in demonstrating your strengths and capabilities contact us at [e-mail] where you can also request a call.

Please note should your enquiry not relate to adjustments, we will not be able to support you through these channels. However, we have created a Recruitment FAQ guide. Click the link where you will find answers to multiple questions we receive

Workforce Strategy & Talent Manager • Greater London, Greater London, United Kingdom