Sr. Director, HR Business Partner (R & D and Tech Ops & Quality)

Position Responsibilities: 

• Provides strategic HR leadership and expert guidance to our R&D and TOQ organization for all people processes, delivering HR programs and services to achieve key business objectives.  

• Proactively defines, builds and implements value-added HR strategies and solutions based on the needs of the organization; advising functional leaders in solving complex issues related to organization design, development, and change leadership. 

• Partner with Talent teams to establish strategies and tactics to deliver the people and talent strategy for the R&D and TOQ organizations including the attraction, development, and retention of high-quality talent aligned with growth objectives, long-term capability needs, and corporate strategy. 

• Builds strong partnerships with the HR specialist functions to provide HR solutions to key business needs and to roll out programs that enhance overall employee engagement and organization change initiatives. 

• Implement and manage key HR processes, such as the year-end performance management process (performance assessment, calibration, and compensation planning). 

• Manage employee relation issues to understand employee concerns, identify and implement appropriate employee action and accountability practices. 

• Provides guidance and coaching to managers of all levels to address employee behavior and performance and assisting with the development and delivery of appropriate performance feedback or action plans including corrective/disciplinary actions.

Candidate Requirements:

• 10 years of experience or equivalent combination of education with experience in HR business partnering or related discipline with deep understanding of biotech/pharma industry.  

• Experience developing and implementing HR plans and strategies supporting R&D functions is a must. 

• Highly experienced in talent management, succession planning, leadership and employee development, employee relations, and employee engagement. 

• Strong experience managing and/or leading culture and change management or organizational effectiveness initiatives. 

• Demonstrated employee relations expertise, excellent judgment, and highly developed analytical, interpersonal, problem-solving and communication skills. 

• Ability to distill complex information into key messages, clearly and simply communicating in a compelling way to all levels of an organization 

• Experience in leading large-scale projects, comfortable driving change and embracing innovation in the face of ambiguity and complexity. 

• A leader who is values-driven and able and willing to work at all levels.