HR Business Partner | Manager (Interim maternity coverage for 6-8 months)

BoehringerPRD; Fatih; On-site; TRY 600,000 - 1,000,000; Full time

Job summary

Boehringer Ingelheim Turkey is seeking an experienced HR Business Partner Manager for an 8-month assignment. You will partner with business leaders to implement HR strategy, manage workforce planning, and lead talent development initiatives in a high-velocity environment.

The role requires strong stakeholder management, broad HR expertise, and the ability to drive change across functions while ensuring policy compliance and operational excellence in Turkey.

Qualifications

• Bachelor's Degree in Business Admin or related field; Master’s preferred.
• Minimum 7–8 years of HRBP experience in fast-paced environments.
• Experience supporting Functional Leaders in a matrix organization.

Responsibilities

• Provide strategic HR expertise to business leaders in pharma functions.
• Advise on performance management and employee engagement.
• Lead recruitment processes and orientation.
• Deliver analyses to support workforce planning.
• Guide organizational effectiveness, leadership, and development initiatives.

Skills

Strategic HRBP

HR policies & compliance

Recruitment

Performance management

Talent management

Education

Bachelor's Degree

Master's in HR (preferred)

Tools

HRIS

Payroll systems

Job description

ROPU IMETA is a Regional Operating Unit consisting of 6 mid-sized Operating Units: India, Near East & UAE, Saudi Arabia, Gulf & East Africa (SAGEA), Türkiye, North East & West Africa, Southern Africa (South Africa & Sub Saharan Africa). Our strength lies in our exceptional talent and shared commitment to growing, developing, and retaining our people. Together, we collaborate to drive success and create lasting impact.

The Opportunity

Boehringer Ingelheim Turkey is looking for a talented " HR Business Partner | Manager” for 8 months.

Key Responsibilities

Strategic HR Business Partnering

• Provide strategic and on point HR expertise to business leaders in Human Pharma functions on the interpretation and application of HR policies and procedures, resolving complex queries and issues and escalating highly complex or contentious matters to the appropriate decision-makers.
• Act as a credible advisor on critical people and organizational agenda items including performance management and employee engagement.
• Providing consultation to managers in identifying recruitment needs, attracting the right talent and managing recruitment and orientation process.
• Deliver complex analyses of internal and external information and evaluate resourcing scenarios to generate strategic insights and support the development of the strategic workforce plan.
• Act as a strategic HR partner to leadership teams, providing guidance on organizational effectiveness, talent, leadership, workforce capability, and employee development, talent and performance management, change management & culture, training and development, and benefits.
• Support workforce planning discussions through capability assessments, talent insights, and organizational data.

Talent Strategy & Talent Management

• Improve integrated HR frameworks and tools across recruitment, performance management, development, career and succession planning, compensation and benefits, onboarding, offboarding, and talent retention, ensuring alignment with design principles, internal policies, and applicable legal requirements while enabling the sustainable attraction, development, and retention of talent.
• Drive annual talent review processes, talent discussions, and succession planning activities.
• Partner with business leaders to identify talent risks, succession gaps, and high-potential talent, and develop targeted plans to mitigate risks and support talent development.
• Lead the design and execution of talent strategies aligned with organizational priorities, future capability needs, and business growth.
• Generate insights that support talent decisions, succession planning, learning investments, and organizational priorities.

Learning & Capability Development

• Engage with line managers to clarify learning priorities, collect performance and competency data, identify capability gaps against required standards, and align on the desired outcomes of learning and development interventions.
• Develop and execute the learning and capability-building strategy, including learning journeys, leadership development programs, and capability academies aligned with business priorities and regional programmes.
• Partner with regional Talent & Learning teams to localize and deploy learning initiatives and facilitate workshops, leadership programs, and development interventions.
• Monitor effectiveness and business impact of talent and learning initiatives through defined metrics and governance mechanisms.
• Foster a culture of continuous learning, experimentation, and professional growth.

Budget and Payroll and Compensation Management

• Ensure forecast accuracy and prepare monthly compensation-related financial reports.
• Manage payroll operations and processes seamlessly.
• Design and lead the Flexible Benefits project, overseeing its execution.

To be able to successful in the role, you need to have

• Bachelor's Degree (Business Administration, Industrial Engineering), Master's in HR discipline preferred.
• Minimum 7-8 years of professional, related experience as a HRBP with organizations that operate with high velocity.
• Experienced at supporting Functional Leaders on HR processes within a complex, matrix organization.
• Experienced in leading teams for high performance, including managing performance, coaching, and developing employees.
• Excellent interpersonal skills and the ability to influence across the organization.
• Strong business acumen and ability to work well across different functions to integrate HR and business strategies.
• Excellent communication and collaboration skills, with experience working cross-functionally with Finance, HR, Rewards, and Shared Services teams.
• Proven strong foundation and knowledge of principles & practice of HR including labor law, compensation & benefits management.
• Experience in coaching senior leaders and managers, and strong talent assessment skills
• Excellent influencing skills at all levels in the organization and extreme flexibility to be proactive in a fast paced, ever-changing environment.
• Strong creativity, imaginative and solution focused mindset - pushes boundaries

Screening

In order to comply with applicable export control laws, Boehringer Ingelheim periodically screens business relations (including job applicants) against sanctioned party lists (“SPL”). These checks may be performed by Boehringer Ingelheim or by any of its Affiliates. You acknowledge that Boehringer Ingelheim and/or its Affiliates will screen you against SPL and that for this purpose your personal data may be processed in relevant databases, including databases of third-party vendors that perform SPL screening for or on behalf of Boehringer Ingelheim or its Affiliates which may be located or accessible outside the EU. Boehringer Ingelheim is committed to ensuring an adequate level of protection of your personal data.