Director, HR Project Management

GSK•Upper Providence Township, PA

About The Position

Lead end-to-end delivery of Talent Development and Capability projects for Global Supply Chain, with a specific mandate to build leader and critical-role pipelines, accelerate high-potential development, and embed the Ahead Together culture through three strategic pillars: Talent, Leadership and Capability. Key responsibilities: Lead planning, governance and delivery of targeted talent and capability initiatives (scope, schedule, budget, risks, benefits) that deliver measurable capability and succession outcomes. Drive the three strategic pillars: Talent — Build GSC Talent Pipeline: identify talent, design and deliver accelerated development and structured succession plans for critical roles. Business Capability — Future‑ready GSC: Align learning solutions to capability gaps across supply chain functions and ensure practical, role-relevant skill development. Build Enterprise Leadership capability across GSC to maintain high standards, develop high-performing teams, and continuously improve safety and quality while delivering on cost and performance Execute the short/medium/long-term talent roadmap: Short Term: assess current Site Directors (SD) and Site Quality Directors (SQD) against success profiles to identify gaps and define clear development pathways. Medium Term: strengthen succession planning for GSC Leadership Team, SD and SQD by identifying the top 20 talent for a “Hyper Care” development accelerator program and managing its delivery. Long Term: develop a robust pipeline of emerging talent for critical roles to ensure business continuity. Design and manage Talent identification processes, assessment programs, development plans, and evaluation. Manage stakeholder engagement across HRBL’s, L&D , COE, Supply Chain leaders, and external vendors; prepare executive updates and decision papers for senior stakeholders. Lead change management, manager enablement and communications to secure adoption and cultural alignment with Ahead Together and inclusion objectives. Define, track and report success metrics (participation, completion, competency improvement, succession coverage, retention, business benefits); deliver post-implementation evaluations and continuous improvement actions. Maintain project documentation, risk registers, budget control and lessons‑learned; coach internal stakeholders.

Requirements

8+ years of project management experience delivering HR, L&D, succession or change projects in a global/matrix environment.
Degree in Human Resources, Business, Psychology or related field
Stakeholder, change and vendor management skills; proven ability to influence senior leaders.
Excellent communication and influencing skills at all levels.
Strategic thinker with structured planning, strong problem-solving, and attention to detail.
Result-oriented, collaborative and comfortable operating in ambiguity.
Data-driven; able to translate metrics into practical development actions.
Collaborative, inclusive leader who builds capability and drives accountability
Demonstrates GSK values: patient focus, respect, integrity and transparency; champions inclusion and Ahead Together culture.

Nice To Haves

Project Management certification (PMP/Prince2/Agile).
Professional HR qualification preferred
Experience with HR analytics and reporting tools (Power BI/Tableau).

Responsibilities

Lead planning, governance and delivery of targeted talent and capability initiatives (scope, schedule, budget, risks, benefits) that deliver measurable capability and succession outcomes.
Drive the three strategic pillars: Talent — Build GSC Talent Pipeline: identify talent, design and deliver accelerated development and structured succession plans for critical roles.
Business Capability — Future‑ready GSC: Align learning solutions to capability gaps across supply chain functions and ensure practical, role-relevant skill development.
Build Enterprise Leadership capability across GSC to maintain high standards, develop high-performing teams, and continuously improve safety and quality while delivering on cost and performance
Execute the short/medium/long-term talent roadmap:
Design and manage Talent identification processes, assessment programs, development plans, and evaluation.
Manage stakeholder engagement across HRBL’s, L&D , COE, Supply Chain leaders, and external vendors; prepare executive updates and decision papers for senior stakeholders.
Lead change management, manager enablement and communications to secure adoption and cultural alignment with Ahead Together and inclusion objectives.
Define, track and report success metrics (participation, completion, competency improvement, succession coverage, retention, business benefits); deliver post-implementation evaluations and continuous improvement actions.
Maintain project documentation, risk registers, budget control and lessons‑learned; coach internal stakeholders.