In conjunction with the Senior Manager, People & Culture, the Human Resources Business Partner (HRBP) is responsible for planning, aligning, and implementing the organization's human resource strategy to the assigned product lines/departments to achieve their current and future business objectives. Providing oversight of human resource functions including: Organizational Effectiveness, Workforce Planning and Talent Management, Total Rewards, Employee Relations, and Health and Wellness in a global, shared services context. Provide support and guidance to people leaders to ensure consistency with the organization's overall HR strategy.

Organizational Effectiveness

Implement organizational structure.

Develop and advocate strategies to enhance employee engagement and experience.

In partnership with business leaders, supporting and defining the cultural engagement and change management initiatives, particularly focused on initiatives to link our EU countries to the greater business. Promote ongoing feedback mechanisms for employees to influence the continuous improvement of our employee experience.

Identify and assess HR risk factors and develop initiatives that will minimize or mitigate impact on the organization.

Diagnose the team dynamics that are the root of team dysfunction and develop/implement team-based interventions designed to improve team effectiveness.

Partner with line managers to conduct job analyses for new jobs or job re-design and ensure alignment to organizational strategy.

Craft clear communications that enhance employees’ affiliation with the organization and evaluate their success.

Act as a change champion for the organization

Workforce Planning & Talent Management

In conjunction with managers, measure gaps in current talent needs and create a future-focused workforce plan.

Execute the workforce plan with sound project management principles; Provide oversight of the talent acquisition lifecycle and ensure alignment with organizational strategic objectives.

Coach leaders to hold effective career development conversations, provide positive and constructive feedback, and to recognize and engage team

Execute measures to retain top talent including stay and exit interviews.

Coach managers in how to set goals and expectations with employees and analyze gaps between individual performance and expectations.

Support managers in the succession planning process; In conjunction with the VP, People & Culture develop and implement an effective program for the early identification and tracking of leadership talent.

Total Rewards

Support the Sr. Total Rewards Data Specialist (STDRS) in developing and executing equitable and effective total rewards structures.

In conjunction with STDRS, support the annual merit increase, universal bonus program and promotion cycle.

Employee Relations

Act as the expert on EU legislation and provide support and guidance to HR product line support and People Operations team in set up and administration of programs and policies.

Support Diversity, Equity, and Inclusion initiatives.

Conduct case investigations; Manage conflict resolution and issue disciplinary action when required.

Provide oversight of employee leaves/absence management and liaise with case management providers as needed.

Provide support regarding involuntary/voluntary terminations.

Health, Safety & Wellness

Maintain knowledge of legislation, regulations, and standards regarding workplace health and safety and ensure organizational compliance.

Support the Global Health and Wellness Committee as a HR Representative to ensure a safe and healthy workplace by encouraging safe work habits and education.

Provide oversight of disability management.

Qualifications

Experience working in a global or multi-country organization, particularly within the life sciences, pharmaceutical, or contract research industry.

In-depth knowledge of HR policies, practices, and labor laws specific to European countries (with a focus on UK, Netherlands, Germany, Poland, Romania, Hungary)

Demonstrated experience in talent management, including succession planning, performance management, and employee development.

Fluent in the reading, writing and speaking of English (additional language skills are preferred)

Knowledge of organizational design and change management processes

Strong interpersonal skills with the ability to build relationships across all levels of the organization

Experience in coaching and advising senior managers and leaders in HR-related matters

Proven experience in managing HR projects (e.g., employee engagement, leadership development programs, organizational change) from conception through execution

Strong organizational skills with the ability to manage multiple priorities in a fast-paced environment

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*Accommodations are available for applicants with disabilities upon request throughout the recruitment lifecycle

HR Business Partner

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