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Human Resources Business Partner
The Role:
This position provides human resources consultation and support to functional areas. Understands business needs to assess the human resources implications of various business strategies. Acts as liaison to other functions to ensure achievement of business objectives.
In this role, the Sr. HRBP will partner with management to identify strengths and needs based on business objectives and plans. Reporting to the MV Sr. Site Director and Sr. Director, Corp. Human Resources. The position will also provide all staffing, onboarding support to departments, and all HR function tactical aspects. This position is operational and strategic and provides HR expertise in talent management, organization design and effectiveness, performance management, employee relations, employee engagement, compensation, retention, and corporate improvement initiatives
The Human Resources Manager will have prior experience working for pharmaceutical, medical device, life science, gene or cell therapy contract development and manufacturing organization (CDMOs). The HR Manager’s responsibilities will include talent acquisition, onboarding processes, supporting change initiative, HR analytics, employee performance management and compensation administrations. Responsibilities will include supporting ongoing initiatives to improve processes, procedures and systems implementation.
Essential Functions and Responsibilities
HR Leadership: Coaching, developing, and providing guidance to HR team members within assigned groups.
Business Partner: Serving as a true business partner and advisor, gaining the organization's trust to influence and provide effective HR processes, advice, and support.
Talent Acquisition: designing and executing workforce planning and recruitment strategies that attract and retain the industry's best talent.
Organization Effectiveness for assigned groups. Serves as a change agent in the organization, sponsoring change initiatives in support of organizational evolution.
Interact effectively at all organization levels and with external resources to interpret company policies, solve problems and facilitate growth and development and organization change.
Employee Relations: Promoting a philosophy of employee relations throughout the company emphasizes open communication, equal opportunities and treatment, continuous learning, and reflects our core values.
Communication: Strong communication skills are a requirement as the Sr. HR Business Partners communicates with all company levels. In addition to understanding the needs of hiring managers, the Sr. HR Business Partner must also communicate the needs to other team members. Verbal, nonverbal, and written communication skills are necessary.
HR Expert: Acting as a subject matter expert within the organization and providing interpretation, recommended best practices, and ensures compliance with essential legal requirements and adherence to company policies and procedures.
Compensation: Ensures our compensation practices continue to attract and reward top talent. Overseeing salary administration to include annual performance management and compensation processes.
Continuous Improvement: Analyzing trends and metrics in partnership with the HR team to draw insights, develop solutions, programs, and policies.
Foster a performance and results-oriented environment through effective coaching and implementation of performance management practices.
Partner with line managers to anticipate organizational changes and develop and facilitate change management strategies.
Develops a business partner approach and relationships which support and collaborate with Leaders and Level 2 managers to deliver business performance
Understand and articulate the functional areas' goals and objectives and develop and articulate targeted people strategies to deliver those strategies' people-related elements.
A strong mix of strategic and operational HR experience, with an ability to roll up the sleeves when the situation demands it
Build effective partnerships with leaders, managers, and individual contributors across the teams.
Qualifications
Bachelor's degree in business, Human Resources, or related field.
A minimum of eight to ten years of progressive HR/business leadership experience is required.
Demonstrated ability to build credibility and confidence with a wide variety of employees and leaders as a trusted advisor and confidant.
Ability to influence individuals at all levels of the organization.
Strong problem solving and conflict resolution skills
Experience working in a matrixed, global business in truly multi-cultural environments with a wide range of leadership styles is essential
HR Certification (PHR, SHRM-CP) or ability to obtain certification within one year of employment.
Prior experience in working in a matrix and complex operating environment preferred. Fast-paced, challenging industry
jonathan AT executivestaffrecruiters DOT com
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