HR Business Partner - Enabling Functions

Work Schedule

Standard (Mon-Fri)

Environmental Conditions

Office

Job Description

HR Business Partner (for Enabling Functions)

How Will You Make an Impact?

At Thermo Fisher Scientific, our Mission is to enable our customers to make the world healthier, cleaner and safer.

We are seeking an experienced HR Business Partner to provide strategic HR partnership to our Support Functions and Digital Science and Automation Solutions (DSAS) business in Korea. This role will be a trusted advisor to business and functional leaders, translating business priorities into impactful people strategies that strengthen organizational capabilities, accelerate talent development, and enable sustainable business performance.

The position supports a diverse portfolio of functions, including Legal & Compliance, Quality Assurance & Regulatory Affairs (QARA), IT & Digital Solutions, Supply Chain Distribution & Logistics, Commercial Operations & Supply Chain Planning, Business Development, Government Relations & Communications, and Real Estate & Facilities Management, excluding Finance, which have approximately 300 colleagues in total. The position oversees the employee relations and the local learning and development management too.

Reporting to the HR Leader for Korea and Taiwan based in Seoul, the HR Business Partner will collaborate closely with the HRBP team in Korea and Taiwan, functional and business leaders in Korea, Regional HR Business Partners, HR Centers of Excellence (COEs), and the HR stakeholders in global divisions/functions to deliver integrated HR solutions, drive organizational effectiveness, and foster a high-performing, inclusive work environment aligned with our 4i Values.

What Will You Do?

Strategic HR Business Partnership

• Act as a trusted HR advisor to business and functional leaders, providing strategic counsel on workforce priorities, organizational challenges, and people-related decisions.
• Translate business strategies into actionable people plans that enhance organizational capabilities, workforce effectiveness, and business outcomes.
• Anticipate evolving business and talent needs, proactively identifying opportunities and risks and recommending practical HR solutions.
• Partner with local and regional HR stakeholders to align business priorities with enterprise HR strategies and frameworks.

Organizational Effectiveness & Workforce Planning

• Partner with leaders to assess organizational structures, workforce capabilities, role clarity, and resource requirements to support business priorities.
• Facilitate workforce planning and organizational effectiveness initiatives that strengthen agility, productivity, and accountability.
• Provide HR expertise and change management support for organizational restructuring, operating model changes, and business transformation initiatives.
• Leverage workforce analytics and organizational insights to inform people decisions and drive continuous improvement.

Talent Management & Leadership Development

• Partner with leaders to identify critical talent, capability gaps, succession risks, and development priorities.
• Facilitate talent reviews, succession planning, and leadership development initiatives in collaboration with HR COEs.
• Coach and challenge leaders to strengthen people management capabilities, leadership effectiveness, and talent development practices.
• Promote internal talent mobility, career development, and the cultivation of strong talent pipelines across supported functions.

Performance, Engagement & Culture

• Partner with leaders to strengthen a culture of accountability, high performance, and continuous improvement.
• Guide performance management processes, including goal alignment, performance reviews, talent calibration, and development planning.
• Translate employee engagement insights and organizational feedback into meaningful actions that improve employee experience and team effectiveness.
• Champion inclusive leadership, employee well-being, and Thermo Fisher Scientific's 4i Values: Integrity, Intensity, Innovation, and Involvement.

Employee Relations & HR Governance

• Manage regular operation of Labor-Management Council meetings for the Company representing the management side.
• Provide professional guidance to leaders on employee relations, performance concerns, workplace issues, and sensitive people matters.
• Partner with relevant HR specialists and Legal & Compliance stakeholders to ensure HR practices align with Korean labor laws and company policies.
• Support fair, consistent, and effective application of HR policies, governance standards, and people management practices.

Change Management & HR Excellence

• Support organizational transformation and change initiatives through effective stakeholder engagement, communication, and change adoption.
• Collaborate with HR COEs and HR Operations to deliver integrated solutions across talent acquisition, compensation, talent development, and other HR programs.
• Leverage HR data, digital solutions, and continuous improvement practices to simplify processes and enhance HR effectiveness.
• Promote collaboration and knowledge sharing across functions and HR teams, ensuring consistent and effective implementation of HR initiatives.

Learning and Development Management

• Manage regular operation of a local learning platform and deploy the learning programs through the platform for the whole colleagues in Korea.
• Work as a point of contact in delivery of regional/global talent development programs and solutions in Korea collaborating with Talent Management COEs and the local Talent Management HRBP.

How Will You Get There?

• Bachelor's degree
• Solid progressive HR generalist experience of minimum 5 years, including demonstrated experience as an HR Business Partner supporting multiple business units or functions.
• Proven ability to build trusted relationships with business leaders and translate business needs into practical, results-oriented people solutions.
• Strong understanding of organizational effectiveness, workforce planning, talent management, performance management, and employee relations.
• Sound knowledge of Korean labor laws, employment practices, and HR compliance requirements.
• Demonstrated experience supporting organizational change, workforce transitions, or business transformation initiatives.
• Ability to navigate a complex matrix organization, influence stakeholders without direct authority, and collaborate effectively across functions and geographies.
• Strong business acumen, analytical thinking, and the ability to leverage workforce data to inform decisions and recommendations.
• Excellent judgment, discretion, and problem-solving skills, particularly when managing sensitive employee and organizational matters.
• Strong communication, stakeholder management, and coaching skills, with the confidence to constructively challenge and influence leaders.
• Experience in a multinational organization, particularly within life sciences, healthcare, technology, or related industries, is preferred.
• Professional proficiency in Korean and English, with the ability to communicate effectively with local and international stakeholders.