Director, Human Resources Business Partner

Role Summary

Reporting to the CHRO, the Director, Human Resources Business Partner (HRBP) provides HR leadership and consultation to client groups within one or multiple functions, including Clinical Development, Regulatory, and other key late-stage clinical areas. The HRBP is a trusted advisor to leaders, providing expert HR advice and advanced solutions that enable the achievement of business strategies by leveraging a significant understanding of the operating environment. This role drives talent management and helps architect and manage organizational change. The role is responsible for the delivery of HR programs and services such as talent/career development, manager coaching and consultation, employee relations, and performance management.

Responsibilities

• Provides strategic HR leadership and expert guidance to assigned client groups, along with consultation and delivery of HR programs and services to achieve key business objectives
• Leverages previous experience and data to provide critical insights into business and talent trends that inform the overall business and HR priorities. Provides insights in a simple, creative, and relevant way that challenges current thinking, informs business decisions, and shows how decisions impact business outcomes
• Proactively defines, builds, and implements value-added HR strategies and solutions
• Advises functional leaders in solving complex issues related to organization design, development, and change leadership
• Establishes strategies and tactics to enable the business to attract, develop, and retain high-quality talent at all levels to support the growth objectives, opportunities, and strategies of the business
• Leads the strategic workforce planning efforts to ensure the people and talent strategy is in alignment with the organization's long range strategic plan (identification of long-term capability needs, talent acquisition and succession planning)
• Builds strong partnerships within the HR team to enhance the function’s effectiveness in providing solutions to key business needs and to roll out corporate-wide programs that enhance the overall employee experience and support growth and success of overall business strategy
• Works with clients to implement and manage key HR processes, such as year-end performance management (performance assessment, calibration, and compensation planning)
• Partners with Talent Acquisition (TA) to ensure TA strategy is in place to deliver on key hires and growth plans

Qualifications

• Undergraduate degree in human resources or related, relevant discipline
• Typically requires 10 years of experience or the equivalent combination of education and experience

Skills

• Experience developing and implementing HR strategies
• Track record of developing strategic workforce plans, from conception to implementation
• Highly experienced in talent management, succession planning, and career growth and development
• Strong experience managing and/or leading culture and change management or organizational effectiveness initiatives
• Experience and expert understanding of management development, employee relations, data and analytics

Education

• Undergraduate degree in human resources or related, relevant discipline