Human Resources Business Partner

Requirements

• Education & Experience
• BA/BS in Management, Human Resources, Organizational Psychology, or related discipline.
• 10+ years' of progressive human resources business partner experience including talent acquisition, organizational effectiveness/change management, learning & development, and talent management.
• Knowledge
• Knowledge of the pharmaceutical industry HR function
• In depth knowledge of supporting Commercial Business and/or Corporate functions and participating in HR strategy development preferred
• Thorough knowledge of applicable employment laws, compensation philosophies, HR best practices, trends and issues
• Skills & Abilities
• Ability to perform complex analysis of human resources issues and data
• Strong interpersonal skills including ability to communicate effectively with people individually and groups; ability to communicate with technical and non-technical colleagues; experience establishing and maintaining effective relationships with functional leaders by understandin

Benefits

Additional Information

Job Title Human Resources Business Partner Requisition JR000015830 Human Resources Business Partner (Open) Location Bridgewater, NJ Additional Locations Malvern, PA Job Description Summary The Human Resources Business Partner reports directly to the Executive Director and is responsible for serving as the primary business partner, managing employee relations and providing day-to-day support to assigned client groups. The incumbent will also implement and support all HR policies and programs for their respective client base. The HRBP works closely with the HR team to develop, implement, and evaluate ongoing HR policies, programs, and initiatives, and collaborates with HR colleagues to determine the overall strategy for HR programs. Job Description Key Accountabilities Business Partner Serve as a business partner to assigned client groups and primary focal point for HR programs, strategies, issues, and needs; participate as a business partner at client's leadership staff meetings. Identify HR solutions that improve business performance; lead the development of the HR strategic action plan for assigned client groups. Offer guidance and solutions; solve complex problems; provide expert insight into people and organizational issues. Lead organization-wide programs for a salary review, organization and talent review, workforce plans, strategic hires, and talent mobility. Apply an understanding of the dynamics of the business to drive HR practices and processes that will create an effective organization. Partner with business groups to focus on building the Company's culture, including team development, conflict resolution, and fostering an environment of open feedback and communication. Work together with the COEs to plan the growth and development of high-performance teams. HR Strategy Participate in the design, development, and implementation of HR strategy, policy, programs, processes, and initiatives to drive the achievement of the Company's strategic goals and objectives. Consultant, coach, and advisor to the organization providing HR expertise with objectivity and professionalism in dealing with sensitive issues to all levels of management and employees. Drive corporate change initiatives through to the business and deliver programs for managing culture. Provide general and/or specific interpretation of HR Policies and Guidelines and recommend/ develop new policies when necessary. Maintain effectiveness of performance-driven compensation, total rewards, and benefits strategies to attract, retain and reward employees while leveraging resources and achieving internal and external equity. Organizational Development/Learning Development Lead organizational change and design by working with senior management to identify business requirements and implement appropriate solutions. Offer advice and guidance to improve work performance and assist in training and development needs assessment. Participate in leading succession planning and talent management programs to assess "next generation" leaders and maximize the effective deployment of top performing employees. Employee Relations Facilitate the resolution of management-employee issues; interpret HR policies and apply appropriate action. Manage complex employee relations issues including intake, issue identification, policy interpretation, investigation, root-cause analysis, recommendation development, communication to involved, conflict resolution, development or performance improvement planning, confidential record-keeping and management reporting; collaborate with HR colleagues and company leadership to ensure alignment in resolving precedent-setting situations.

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Company Intel

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