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

Boehringer Ingelheim; Fatih; Hybrid; TRY 500,000 - 700,000; Full time

Job summary

Boehringer Ingelheim Turkey is seeking an experienced HR Business Partner/Manager for an 8-month assignment to lead strategic HR partnering, talent management, and capability development across the business. You will advise leaders, design workforce plans, and drive governance in compensation, performance, and learning initiatives.

The role requires a strong HR business acumen, matrix organization experience, and excellent communication to influence across Finance, HR, Rewards, and Shared

Qualifications

• Bachelor's degree in business or engineering with HR focus.
• Master's in HR is preferred.

Responsibilities

• Strategic HR partnering with business leaders in a high-velocity environment.
• Lead talent reviews, succession planning, and workforce strategy.
• Oversee recruitment, onboarding, and talent development in a matrix organization.
• Drive performance management, employee engagement, and change initiatives.

Skills

HR strategic partnering

Recruitment & onboarding

Performance management

Organizational development

Employee engagement

Talent management

Change management

Cross-functional collaboration

Education

Bachelor's Degree in Business Administration

Bachelor's Degree in Industrial Engineering

Master's in HR (preferred)

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

What’s Next?

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.

JOB ID

38745

Job function

HR

Career level

Experienced professionals

Organization

BI Ilaç Tic A.S.

Working time

Full-Time

Job flexibility

Hybrid

Boehringer Ingelheim is an equal opportunity global employer who takes pride in maintaining a diverse and inclusive culture. We embrace diversity of perspectives and strive for an inclusive environment, which benefits our employees, patients, and communities. All qualified applicants will receive consideration for employment without regard to a person’s actual or perceived race, including natural hairstyles, hair texture and protective hairstyles; color; creed; religion; national origin; age; ancestry; citizenship status, marital status; gender, gender identity or expression; sexual orientation, mental, physical or intellectual disability, veteran status; pregnancy, childbirth or related medical condition; genetic information (including the refusal to submit to genetic testing) or any other class or characteristic protected by applicable law