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.
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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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£42,500 - £71,000 a year
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*Accommodations are available for applicants with disabilities upon request
throughout the recruitment lifecycle
