Human Resources Business Partner

Senior HR Business Partner We are Reckitt Home to the world's best loved and trusted hygiene, health, and nutrition brands. Our purpose defines why we exist: to protect, heal and nurture in the relentless pursuit of a cleaner, healthier world. We are a global team united by this purpose. Join us in our fight to make access to the highest quality hygiene, wellness, and nourishment a right and not a privilege. Human Resources The Senior HR Business Partner plays a critical role in enabling business performance and sustainable growth across the Commercial Organization, partnering with Sales and Marketing leaders to drive organizational effectiveness, talent outcomes, and value creation. As a trusted advisor to senior business leaders, this role translates business strategy into people priorities, ensuring the organization has the capabilities, leadership, and culture required to deliver ambitious commercial objectives. The position combines strategic business partnering with hands‑on execution and serves also as the regional Single Point of Contact (SPOC) for Talent & Development, driving talent, performance and capability‑building initiatives across the region. The successful candidate will bring strong business acumen, a commercial mindset, and the ability to independently challenge, influence, and shape decisions that create measurable business impact. Strategic Objectives Partner with Commercial Leaders to enable business growth, productivity, and organizational effectiveness. Drive value creation through strategic workforce planning, organization design, and capability development initiatives. Build future‑ready commercial capabilities by identifying, developing, and accelerating key talent. Lead talent management, succession planning, and leadership development across the Commercial Organization. Act as regional SPOC for Talent & Development, ensuring alignment between business needs and talent priorities within the region. Foster a high‑performance culture that supports engagement, accountability, and continuous growth. Support organizational transformation and change initiatives to enhance business agility and effectiveness. Your responsibilities Strategic Business Partnership Act as the strategic HR partner to Commercial leaders across Sales and Marketing, influencing and challenging decisions to ensure people strategies drive business performance and long‑term value. Build strong relationships with senior stakeholders, providing strategic counsel on organizational effectiveness, leadership capability, talent strategy, and workforce decisions. Workforce Planning & Organizational Effectiveness Lead workforce planning activities, ensuring the organization has the right talent, structure, and capabilities to meet current and future business needs. Partner with leaders on organizational design, role clarity, and team effectiveness, while supporting transformation and change initiatives with strong stakeholder engagement and adoption. Talent Management & Development Lead talent reviews and succession planning, proactively identifying key talent risks and opportunities and driving targeted development actions. Partner closely with Talent Acquisition to attract and retain high‑performing commercial talent. Serve as the regional SPOC for Talent & Development, driving talent, performance, and capability‑building initiatives across the region, aligning them with both immediate business priorities and long‑term organizational needs. Leadership Coaching & Employee Relations Coach leaders on performance, team effectiveness, and engagement while fostering a culture of accountability and inclusion. Support complex employee relations matters, ensuring balanced business and people outcomes. Provide guidance on policy interpretation, labour law, and people‑related risk management. Data, Analytics & Business Insights Leverage people data and analytics to identify trends, risks, and opportunities that inform business decisions. Partner with Finance and business leaders on headcount planning, people investments, and productivity initiatives. Measure and communicate the impact of people initiatives on business outcomes. Lead and contribute to strategic HR projects supporting commercial growth, organizational transformation, and capability development. Drive implementation of enterprise‑wide HR initiatives while ensuring alignment to regional and functional business needs. Share and scale best practices across markets and functions. The experience we're looking for 8+ years of progressive HR experience, including significant HR Business Partnering experience with senior stakeholders in a multinational, fast‑paced environment. Proven experience supporting Commercial, Sales, Marketing or Customer‑facing functions , with strong business acumen and ability to link people decisions to business outcomes. Demonstrated ability to influence and challenge senior leaders while building trusted partnerships. Experience in workforce planning, organizational design, and change management. Strong track record of driving talent management, succession planning, and leadership development initiatives. Experience working with Talent & Development programs, learning strategies, or capability‑building initiatives; regional or cross‑market experience is highly desirable. Strong analytical capabilities with the ability to translate data into business insights and recommendations. Ability to operate independently, navigate ambiguity, and drive results with minimal supervision. Knowledge of local labour law and HR best practices. Fluent Polish and English; experience working across multiple markets and cultures is a must. Experience with HR systems (SuccessFactors preferred) and strong PowerPoint and Excel skills. What will make you stand out Experience supporting commercial transformations, go‑to‑market changes, or growth agendas. Experience in leading Talent & Performance agenda in matrix organisations. Strong understanding of sales and marketing operating models and commercial drivers. Demonstrated success in linking talent and capability initiatives to measurable business outcomes. Regional or international HR experience within a matrix organisation. Ability to balance strategic thinking with pragmatic execution and deliver impact through influence rather than authority. What we offer With inclusion at the heart of everything we do, working alongside our four global Employee Resource Groups, we support our people at every step of their career journey, helping them to succeed in their own individual way. We invest in the wellbeing of our people through parental benefits, an Employee Assistance Program to promote mental health, and life insurance for all employees globally. We have a range of other benefits in line with the local market. Through our global share plans we offer the opportunity to save and share in Reckitt's potential future successes. For eligible roles, we also offer short‑term incentives to recognise, appreciate and reward your work for delivering outstanding results. You will be rewarded in line with Reckitt's pay for performance philosophy. Equality We recognise that in real life, great people don't always 'tick all the boxes'. That's why we hire for potential as well as experience. Even if you don't meet every point on the job description, if this role and our company feels like a good fit for you, we still want to hear from you. All qualified applicants will receive consideration for employment without regard to age, disability or medical condition; colour, ethnicity, race, citizenship, and national origin; religion, faith; pregnancy, family status and caring responsibilities; sexual orientation; sex, gender identity, gender expression, and transgender identity; protected veteran status; size or any other basis protected by appropriate law. #J-18808-Ljbffr