Reporting directly to the Chief Human Resources and Infrastructure Officer, The Senior Director, Human Resources (SDHR) will play a highly visible and strategic role, and will also have tactical/hands-on responsibility. The SDHR will be accountable for creating, developing, and leading people strategies and initiatives that align and support the company’s overall vision and business goals.
The SDHR will drive HR initiatives in talent acquisition, employee engagement, cultural change, and organizational development, and will be a value-added business partner to the members of the executive team and senior management, advising and counseling them on critical HR issues. The SDHR will have accountability for developing and successfully executing human capital strategies that ensures the company’s ability to attract, retain, and reward a talented and productive workforce.
- * Oversee and have functional responsibility for all programs and efforts related to employee relations, talent acquisition and management, training and development, workforce planning, and employee engagement initiatives.
- * Build strong working relationships with leaders to facilitate collaborative integration of HR and business objectives through strategic planning and leadership development.
- * Act as the ambassador of company culture, constantly defining ways to identify and reinforce the behaviors that exemplify company values. Strive to advance people and implement organizational strategies to promote employee engagement.
- * Develop and implement HR strategies, approaches, and policies, and make recommendations to ensure that the HR programs continue to be aligned with the business strategy and drive employee engagement and performance.
- * Educate leadership on HR contemporary trends and, where appropriate, influence the adoption of competitive practices in collaboration with the senior leadership team.
- * Act as internal consultant and advisor to leaders of the organization on people issues. Determine root cause of issues and recommend appropriate plans to optimize talent, performance, morale, and organizational effectiveness.
- * Anticipate, identify, and facilitate resolution of employee relations issues while mitigating risks and ensuring compliance. Partner with leadership on employee relations issues.
- * Interpret and implement HR policies and procedures. Recommend new approaches, policies, and procedures to affect continual improvements in the value of HR services and programs to the organization.
- * Assess coaching and leadership development needs and partner with the senior leadership team to bolster the leadership skills of managers and supervisors. Direct the creation and administration of individual development plans and identify resources to deliver these programs.
- * Identify, develop, and deliver training programs aligned with the changing needs of the company’s workforce.
- * Conduct annual workforce planning and identify critical skills and competencies needed to meet the short and long-term needs of the organization. Successfully identify and address gaps in competency, knowledge, and skill sets. Develop proactive plans to ensure talent needs of the organization are met.
- * Provide full-cycle talent acquisition expertise, including the management of external recruitment resources. Establish and execute talent acquisition strategies that are in line with the overall objectives of the company. Implement programs and systems to attract, retain, and motivate employees in a fast-paced environment.
- * Partner with management to develop business and talent strategies that strengthen and expand the company’s position in the marketplace.
- * Drive employee engagement strategies that will foster sustained momentum and support the goal of being an employer of choice.
- * Utilize metrics to help evaluate HR effectiveness and improve key processes. Analyze external and internal data points to identify trends and make recommendations on changes to HR programs to remain progressive.
- * Develop and manage reward and recognition programs and efforts throughout the organization.
- * Report to the Board of Directors on HR compliance issues and resolutions. Maintain effective and up-to-date HR compliance programs as required by federal and state laws.
- * BA/BS degree in a human resources or business-related field, or the equivalent combination of training and experience. A Master’s degree in human resources or related field with additional training or certification in HR disciplines is preferred.
- * 10 to 15 years of progressive HR experience, including 5+ years of HR leadership experience in the life sciences industry.
- * The ability to work independently in a dynamic life sciences environment.
- * Excellent track record of leadership and team building to drive the development and evolution of high-performance cultures in life sciences organizations (biotech, pharma, medical device).
- * Prior success in creating and leading initiatives that attract, develop, and retain high potential talent in a dynamic, fast-paced environment.
- * Enthusiastic and energetic thought leader who thrives in a collaborative environment and has a creative, engaging, and people-focused attitude.
- * Proven ability to develop trusted relationships with internal and external stakeholders and influence executive-level leaders.
- * A track record of superior leadership and management skills, as well as being a trusted advisor and leader across an organization.
- * High integrity, creative HR leader with experience in all aspects of human resources management, including employee engagement/experience and culture shaping.
- * Strong knowledge of fundamental HR skills, including performance management, coaching, leadership development, organization development, staffing, and employment law.
- * Innovative with both a strategic and tactical orientation, strong planning skills, and excellent attention to detail.
If you are interested in this role then please email your resume to firstname.lastname@example.org. Thank you!