ER/IR Lead, Korea at GSK

Seoul, , South Korea -

Full Time

Start Date

Immediate

Expiry Date

17 May, 26

Salary

0.0

Posted On

16 Feb, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Employee Relations, Industry Relations, Policy Development, Union Management, Labor Law Consultancy, Compliance, Standardization, Employee Engagement, Bargaining Agreement, Change Management, Business Acumen, Culture Development, Risk Management, Reward Strategy, Innovation, Interpersonal Skills

Industry

Pharmaceutical Manufacturing

Description

Nazwa biura: Korea - Seoul Posted Date: Feb 13 2026 Are you looking for an opportunity to use your HR knowledge and experience to help manage people’s policies and processes across the business? If so, this is the role for you. As Employee Relations & Industry Relations Manager/Professional you will be responsible for developing the corp. Employee relation and union-management strategies and ensure line organization to implement strategies and support and advise specialties to line managers regarding ER & IR matters and labor acts. You will also be responsible for providing pharmaceutical market’s industry labor relations, employee relations, and labor law consultancy and advice to Human Resource (HR) functions. You will also develop and maintain HR guidance and documentation to ensure compliance and consistency across the business while leading and driving standardization and simplification. The role will report to the Country HR Head, and he/she will have a good understanding of the strategic priorities. This role will provide You with the opportunity to lead key activities to progress YOUR career. These responsibilities include some of the following: Key Responsibilities: Lead the development and implementation of people policies in collaboration with the business Responsible for research, benchmarking, and drafting policies and processes Lead the alignment on policies and processes Ensure guidance and standard processes are monitored and maintained to ensure compliance and consistency while leading and driving standardization and simplification where the opportunity exists Provide consultation and advice to HR on policy, process, and employee relations matters Interpret people policies and support the resolution of any associated employee relations issues Employee Engagement & Relations: Lead employee engagement initiatives upon a strategical root cause analysis, problem-solving, and closed-loop continuous development plan generation in alignment with the country’s priority and strategical goal to achieve Participate and involvement in country HR team’s union engagement activities and regular bargaining agreement meetings, and strong partnership to HR team to fulfill the team’s ER strategy. Operational/Professional/Business: Develop and implement corp. ER & IR and union-management strategies Support and advise daily ER & IR matters and labor acts with specialty Closely co-work with global ER organization Management Ensure and advise line managers to follow labor acts Facilitate management and union council to sound body Leadership Engage with the Leadership team to keep attention on ER matters as important agenda in high-performance organization Supporting Pharma HR Lead to work as one team Relationships Regularly interface with union leadership and opinion leaders Play a key role as an HR Team member in business and HR strategy development & execution Leading and Delivering Change: Understand the current and future needs of the business. Use data and systemic thinking to diagnose key opportunities for change. Formulate and execute integrated solutions designed to help employees embrace and embed change, while achieving the desired business outcomes. Lead and drive the effective delivery of diverse change projects (i.e. complex and global change projects, workforce restructuring, etc.) in support of the business’s strategic agenda. Champion and influence senior leaders to effectively lead change. Business Acumen: Apply knowledge and insights on the internal and external business environment in the context of HR activity to improve business performance. Leverage understanding of the bottom-line impact of HR initiatives to prioritize based on strategic impact, cost, risk, and short vs. long term trade-offs. Identify issues and opportunities for business improvements in a people context. Leverage the business strategic plan and agenda, to drive demand planning in HR. Culture Development: Translate the business agenda into the desired culture in an engaging, inclusive way. Coach and influence leaders to develop and enhance engagement strategies. Develop leaders’ capability to understand how they impact and shift the culture. Partner to help the business create a diverse and inclusive environment with high-performing teams. HR Governance and Risk Management: Apply knowledge of operating principles and policies to HR activity to ensure risks are mitigated. Manage escalations and support the business to create a positive employee environment. Escalate appropriately and partner with the KLT to resolve high-risk issues and implement strategies to reduce such issues. Ensure inappropriate behaviors are dealt with in a direct, challenging, and tough-minded manner. Reward and Retention Strategy: In partnership with Reward experts, apply business acumen and sound judgment within the context of GSK reward strategy to develop and deliver plans which enable the delivery of the IPTc priorities. Use insight from external trends and internal data to construct and support business case development. Ensure compensation strategies support the attraction and retention of a high-performing, diverse workforce that enables the business’ broader workforce plan. Coach and influence senior leaders to differentiate and reward individuals commensurate with their value and contributions to the business creating a pay for performance culture. Innovation Continually seek an innovative solution in an industrial environment Basic Qualifications We are looking for professionals with the required skills to achieve our goals: Bachelor’s degree or proven HR operations/policy experience 10+ years of experience in ER and HR experience Experience in policy development and implementation Preferred Qualifications If you have the following characteristics, it would be a plus: Certified labor consultant (공인노무사) will be preferred HRBP experience will be preferred Extensive knowledge of employment legislation Ability to develop a credible and professional relationship with senior line management. Proven ability to effectively use interpersonal skills and influencing techniques with leaders at all levels of the organization Proven ability to identify and understand issues, problems, and opportunities and make recommendations for solutions *LI-GSK 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. We are committed to creating an inclusive workplace and providing equal opportunities for all applicants. We embrace an agile working culture across our roles, so if flexibility is important to you please discuss opportunities with our hiring team. If you need any adjustments to the recruitment process to help you demonstrate your strengths and capabilities, contact APACRecruitment.Adjustments@gsk.com. Please note this email is for adjustment requests only; for other enquiries please use our standard contact channels. Important notice to Employment businesses/ Agencies GSK does not accept referrals from employment businesses and/or employment agencies in respect of the vacancies posted on this site. All employment businesses/agencies are required to contact GSK's commercial and general procurement/human resources department to obtain prior written authorization before referring any candidates to GSK. The obtaining of prior written authorization is a condition precedent to any agreement (verbal or written) between the employment business/ agency and GSK. In the absence of such written authorization being obtained any actions undertaken by the employment business/agency shall be deemed to have been performed without the consent or contractual agreement of GSK. GSK shall therefore not be liable for any fees arising from such actions or any fees arising from any referrals by employment businesses/agencies in respect of the vacancies posted on this site.

Responsibilities

This role involves leading the development and implementation of corporate Employee Relations (ER) and Industry Relations (IR) strategies, ensuring compliance with labor acts, and advising line managers and HR functions on these matters. Key duties include policy standardization, resolving employee relations issues, leading engagement initiatives, and facilitating union engagement activities.