HR Business Partner Manager - Commercial

About the role

Neurocrine Biosciences is a leading biopharmaceutical company with a simple purpose: to relieve suffering for people with great needs. We are dedicated to discovering, developing and commercializing life-changing treatments for patients with under-addressed neurological, psychiatric, endocrine and immunological disorders. The company's diverse portfolio includes FDA-approved treatments for tardive dyskinesia, chorea associated with Huntington's disease, classic congenital adrenal hyperplasia, hyperphagia in patients with Prader-Willi syndrome, endometriosis* and uterine fibroids*, as well as a robust pipeline including multiple compounds in mid- to late-phase clinical development across our core therapeutic areas. For more than three decades, we have applied our unique insight into neuroscience and the interconnections between brain and body systems to treat complex conditions. We relentlessly pursue medicines to ease the burden of debilitating diseases and disorders, because you deserve brave science. For more information, visit neurocrine.com , and follow the company on LinkedIn , X , Facebook and YouTube . ( *in collaboration with AbbVie ) Provides expertise in employee relations, workforce planning, performance management, compensation, employee retention, coaching/development, conflict management and ad hoc projects as necessary. Assumes a variety of roles and responsibilities to help achieve Human Resource (HR) and business objectives. Plays a strategic role within an assigned sub-set of the business to deliver effective HR solutions to changing business objectives. Collaborates with other HR-Center of Excellence teams that increase employee engagement, achieve company goals and drive the company's diversity initiatives. Counsels employees through complicated work-related problems acts as a credible activist for the organization's values: passion, integrity, collaboration, tenacity, and innovation. _ Your Contributions (include, but are not limited to): Aligns organizational objectives with employees and management within specific business units Makes a persuasive case by offering a clear, relevant rationale for HR Offerings that addresses the priorities of the business Interprets business strategy and performance data to identify tangible HR solutions that will deliver commercial and business value Coaches and counsels mid-level managers on a broad range of HR topics focused on driving employee performance, strategy and workforce planning to strengthen overall business performance Helps stakeholders identify the assumptions or misconceptions that may be limiting their understanding of the potential impact of HR initiatives Resolves employee concerns with agility and professionalism utilizing effective listening, problem solving, influencing and negotiating skills Interprets business requirements and translates these into immediate and long-term HR requirements Advises and guides all levels of management to develop positive employee engagement capability and leadership skills Assists senior management in the development of solutions through cultural and process perspective organizational development Develops capability within leaders to drive and sustain a high-performing culture through resources, training and other supports Drives and communicates company-wide and HR related programs, guidelines, processes and initiatives (e.g., corporate policy, performance review, workforce planning, and organizational change) Administers talent management and succession planning activity within client organization(s) Partners effectively with HR Center of Excellence (COE) teams including Talent Development, Talent Acquisition, HRBPs and HR Ops (compensation, benefits, HCM, other) Promotes and connects the capabilities of HR to support the business in achieving its objectives Communicates insights on the evolving position of Neurocrine's EVP in the labor market and implications for talent management initiatives Understands the people drivers of business value and helps the business to leverage them Understands and communicates the benefits the business can achieve from HR investment Partners with the business to anticipate and articulate future capability requirements and designs strategies to build those capabilities Delivers programs to address identified workforce gaps Monitors engagement and cultural health through informal and formal checkpoints with the business, surveys, and other diagnostics Combines an understanding of the business context and leading practice to identify new opportunities for innovative engagement or culture initiatives Maintains a level of literacy about the organization, including its financial position, its culture, and its competition Other duties as assigned

Requirements

• BS/BA degree in Business, HR, Behavioral Sciences or related field AND 6+ years of demonstrated experience in general human resources, Performance Management, Tal

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