Human Resources Business Partner jobs at Biolife Plasma Services - 137 jobs

Be Seen and Heard at EyePoint At EyePoint, leadership trusts our employees to get the job done. The patient-centric and award-winning approach we're taking in business fuels our: Focus on science and innovation, we aim to offer a lifetime of clearer vision Fommitment to developing and commercializing innovative therapeutics to improve the lives of patients with serious retinal diseases Delivery of innovative therapeutics to protect vision, specializing in sustained-release treatments for serious retinal diseases. We See You. Your wellbeing Your professional worth Your future at EyePoint EyePoint offers robust total rewards in a science-based entrepreneurial culture that empowers curiosity and innovation to help catapult your career. There's space for every voice and perspective to be heard in our on-site and remote environments where a variety of strengths and diverse backgrounds are connected. Job Overview Reporting to the Chief People Officer, the Director, Human Resources Business Partner (HRBP) provides HR leadership and consultation to client groups within multiple functions, including Discovery & Development, Clinical & Medical Affairs, Program Management and Regulatory. The HRBP is a trusted advisor to leaders, providing expert HR advice and advanced solutions that enable the achievement of business strategies by leveraging a significant understanding of the operating environment. This role drives talent management and helps architect and manage organizational change. The role is responsible for the delivery of HR programs and services such as talent/career development, manager coaching and consultation, employee relations, and performance management. Responsibilities Your role Provides strategic HR leadership and expert guidance to assigned client groups, along with consultation and delivery of HR programs and services that align with business objectives. Leverages previous experience and data to provide critical insights into business and talent trends that inform the overall business and HR priorities. Provides insights in a simple, creative, and relevant way that challenges current thinking, informs business decisions, and demonstrates the impact to business outcomes Proactively defines, builds, and implements value-added HR strategies and solutions Advises functional leaders in solving complex issues related to organization design, people development, and change leadership Establishes strategies to enable the business to attract, develop, and retain high-quality talent at all levels to support growth objectives, identify opportunities, and align business strategies Leads the strategic workforce planning efforts to ensure the people and talent strategy is aligned with the organization's long term strategic plan (identification of long-term capability needs, talent acquisition and succession planning) Build strong partnerships within the HR team to enhance the function's effectiveness in providing solutions to key business needs and to roll out corporate-wide programs that enhance the overall employee experience and support growth and success of overall business strategy Works with clients to implement and manage key HR processes, such as year-end performance management (performance assessment, calibration, and compensation planning) Partners with Talent Acquisition (TA) to ensure TA strategy is in place to deliver on key hires and growth plans Qualifications What You Bring Education and Experience: Undergraduate degree in Human Resources or related, relevant discipline, MA preferred Requires 10+ years of HR experience preferably in a biotech or life sciences high growth organization SHRM - PHR preferred Proven understanding of Employee Relations and HR Functioanal knowledge Knowledge And Skills Experience developing and implementing HR strategies Track record of developing strategic workforce plans, from conception to implementation Highly experienced in talent management, succession planning, and career growth and development Strong experience managing and/or leading culture and change management or organizational effectiveness initiatives Experience and expert understanding of management development, employee relations, data and analytics Traits And Qualities Ability to influence positively including in situations without direct authority Ability to work independently and collaboratively, in a matrix team environment consisting of internal and external team members Analytical thinker with excellent problem-solving skills and the ability to adapt to changing priorities and deadlines Excellent planning, organization and time management skills including the ability to support, prioritize, and multi-task Highly collaborative team player who fosters open communication and develops important relationships with key stakeholders Outstanding interpersonal and communication abilities with a high degree of emotional intelligence Possess the ability, business maturity and interpersonal savvy to be proactive and establish credibility with all employees across the Company Have proven communication skills, both written and verbal, and the ability to present information clearly to a variety of audiences Able to learn quickly and take a project from idea to execution (strategy to operational) quickly and independently Thrives in high energy and fast paced organization with ongoing simultaneous initiatives Builds consensus and alignment and persuades others to act Envision Your Future With the exciting energy of a winning culture and an exhilarating pace, we are an ophthalmology company committed to preventing blindness by developing and commercializing innovative therapeutics. The collective power of our values influences everything we do, and everything we do for you. Transformational Innovation We exist to change our patients' lives through the power of sight. We are forward looking, embrace challenges with curiosity, and continuously seek to improve our products and ourselves by learning, problem-solving and pushing the limits of science and technology. Unwavering Integrity We recognize our responsibility to our patients, employees, and our community, and value the trust they put in us. We set a high ethical bar and expect responsible leadership at every level to ensure we serve those who matter most to us. Compassionate Excellence We believe that fun and excellence can coexist. We foster a culture where enjoying the work we do and caring for each other are as important as delivering exceptional outcomes. Inclusive Collaboration We strive to see through the eyes of others and work as one team. We appreciate one another's differences and perspectives, and ensure everyone feels valued, respected and encouraged to bring their ideas forward. EyePoint is proud to be an equal opportunity employer. We believe that diversity and inclusion among our colleagues is critical to our success as a company, and we seek to recruit, develop, and retain the most talented people from a diverse candidate pool. All applicants will be considered for employment without attention to age, race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status. EyePoint is committed to fair and equitable compensation practices. The salary offer is commensurate with EyePoint's compensation philosophy and considers factors including but not limited to education, training, experience, market conditions, criticality of the role and internal equity. The target salary range for this position is listed below. #LI-Onsite Envision Your Future With the exciting energy of a winning culture and an exhilarating pace, we are an ophthalmology company committed to preventing blindness by developing and commercializing innovative therapeutics. The collective power of our values influences everything we do, and everything we do for you. Transformational Innovation We exist to change our patients' lives through the power of sight. We are forward looking, embrace challenges with curiosity, and continuously seek to improve our products and ourselves by learning, problem-solving and pushing the limits of science and technology. Unwavering Integrity We recognize our responsibility to our patients, employees, and our community, and value the trust they put in us. We set a high ethical bar and expect responsible leadership at every level to ensure we serve those who matter most to us. Compassionate Excellence We believe that fun and excellence can coexist. We foster a culture where enjoying the work we do and caring for each other are as important as delivering exceptional outcomes. Inclusive Collaboration We strive to see through the eyes of others and work as one team. We appreciate one another's differences and perspectives, and ensure everyone feels valued, respected and encouraged to bring their ideas forward. EyePoint is proud to be an equal opportunity employer. We believe that diversity and inclusion among our colleagues is critical to our success as a company, and we seek to recruit, develop, and retain the most talented people from a diverse candidate pool. All applicants will be considered for employment without attention to age, race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status. EyePoint is committed to fair and equitable compensation practices. The salary offer is commensurate with EyePoint's compensation philosophy and considers factors including but not limited to education, training, experience, market conditions, criticality of the role and internal equity. The target salary range for this position is listed below. #LI-Onsite Min USD $193,640.00/Yr. Max USD $244,453.00/Yr.

Be Seen and Heard at EyePoint At EyePoint, leadership trusts our employees to get the job done. The patient-centric and award-winning approach we're taking in business fuels our: * Focus on science and innovation, we aim to offer a lifetime of clearer vision * Fommitment to developing and commercializing innovative therapeutics to improve the lives of patients with serious retinal diseases * Delivery of innovative therapeutics to protect vision, specializing in sustained-release treatments for serious retinal diseases. We See You. Your wellbeing Your professional worth Your future at EyePoint EyePoint offers robust total rewards in a science-based entrepreneurial culture that empowers curiosity and innovation to help catapult your career. There's space for every voice and perspective to be heard in our on-site and remote environments where a variety of strengths and diverse backgrounds are connected. Job Overview Reporting to the Chief People Officer, the Director, Human Resources Business Partner (HRBP) provides HR leadership and consultation to client groups within multiple functions, including Discovery & Development, Clinical & Medical Affairs, Program Management and Regulatory. The HRBP is a trusted advisor to leaders, providing expert HR advice and advanced solutions that enable the achievement of business strategies by leveraging a significant understanding of the operating environment. This role drives talent management and helps architect and manage organizational change. The role is responsible for the delivery of HR programs and services such as talent/career development, manager coaching and consultation, employee relations, and performance management. Responsibilities Your role * Provides strategic HR leadership and expert guidance to assigned client groups, along with consultation and delivery of HR programs and services that align with business objectives. * Leverages previous experience and data to provide critical insights into business and talent trends that inform the overall business and HR priorities. Provides insights in a simple, creative, and relevant way that challenges current thinking, informs business decisions, and demonstrates the impact to business outcomes * Proactively defines, builds, and implements value-added HR strategies and solutions * Advises functional leaders in solving complex issues related to organization design, people development, and change leadership * Establishes strategies to enable the business to attract, develop, and retain high-quality talent at all levels to support growth objectives, identify opportunities, and align business strategies * Leads the strategic workforce planning efforts to ensure the people and talent strategy is aligned with the organization's long term strategic plan (identification of long-term capability needs, talent acquisition and succession planning) * Build strong partnerships within the HR team to enhance the function's effectiveness in providing solutions to key business needs and to roll out corporate-wide programs that enhance the overall employee experience and support growth and success of overall business strategy * Works with clients to implement and manage key HR processes, such as year-end performance management (performance assessment, calibration, and compensation planning) * Partners with Talent Acquisition (TA) to ensure TA strategy is in place to deliver on key hires and growth plans Qualifications What You Bring Education and Experience: * Undergraduate degree in Human Resources or related, relevant discipline, MA preferred * Requires 10+ years of HR experience preferably in a biotech or life sciences high growth organization * SHRM - PHR preferred * Proven understanding of Employee Relations and HR Functioanal knowledge Knowledge And Skills * Experience developing and implementing HR strategies * Track record of developing strategic workforce plans, from conception to implementation * Highly experienced in talent management, succession planning, and career growth and development * Strong experience managing and/or leading culture and change management or organizational effectiveness initiatives * Experience and expert understanding of management development, employee relations, data and analytics Traits And Qualities * Ability to influence positively including in situations without direct authority * Ability to work independently and collaboratively, in a matrix team environment consisting of internal and external team members * Analytical thinker with excellent problem-solving skills and the ability to adapt to changing priorities and deadlines * Excellent planning, organization and time management skills including the ability to support, prioritize, and multi-task * Highly collaborative team player who fosters open communication and develops important relationships with key stakeholders * Outstanding interpersonal and communication abilities with a high degree of emotional intelligence * Possess the ability, business maturity and interpersonal savvy to be proactive and establish credibility with all employees across the Company * Have proven communication skills, both written and verbal, and the ability to present information clearly to a variety of audiences * Able to learn quickly and take a project from idea to execution (strategy to operational) quickly and independently * Thrives in high energy and fast paced organization with ongoing simultaneous initiatives * Builds consensus and alignment and persuades others to act Envision Your Future With the exciting energy of a winning culture and an exhilarating pace, we are an ophthalmology company committed to preventing blindness by developing and commercializing innovative therapeutics. The collective power of our values influences everything we do, and everything we do for you. Transformational Innovation We exist to change our patients' lives through the power of sight. We are forward looking, embrace challenges with curiosity, and continuously seek to improve our products and ourselves by learning, problem-solving and pushing the limits of science and technology. Unwavering Integrity We recognize our responsibility to our patients, employees, and our community, and value the trust they put in us. We set a high ethical bar and expect responsible leadership at every level to ensure we serve those who matter most to us. Compassionate Excellence We believe that fun and excellence can coexist. We foster a culture where enjoying the work we do and caring for each other are as important as delivering exceptional outcomes. Inclusive Collaboration We strive to see through the eyes of others and work as one team. We appreciate one another's differences and perspectives, and ensure everyone feels valued, respected and encouraged to bring their ideas forward. EyePoint is proud to be an equal opportunity employer. We believe that diversity and inclusion among our colleagues is critical to our success as a company, and we seek to recruit, develop, and retain the most talented people from a diverse candidate pool. All applicants will be considered for employment without attention to age, race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status. EyePoint is committed to fair and equitable compensation practices. The salary offer is commensurate with EyePoint's compensation philosophy and considers factors including but not limited to education, training, experience, market conditions, criticality of the role and internal equity. The target salary range for this position is listed below. #LI-Onsite Min USD $193,640.00/Yr. Max USD $244,453.00/Yr.

For over 40 years, HemaCare, a Charles River company, has worked to making a positive impact on the world by providing the highest quality cellular material and services to biotech and pharmaceutical companies and research organizations that are performing innovative research and developing novel cell-based therapies. We recognize that our success depends on the vision and passion of our employees; that is why we are devoted to making HemaCare a rewarding and valuable place to work. We believe in making a difference, and at HemaCare, you will make a difference every day. Job Description Provide guidance and support in areas such as organizational development, performance management, recruitment and retention and compensation administration. Maintain two-way communication with global Research Model & Services (RMS) HR management and ensure RMS leaders are aware of all issues affecting global HR. Consult with line management and provide daily HR guidance Analyze trends and metrics with the HR department Resolve complex employee relations issues and address grievances Work closely with management and employees to improve work relationships, build morale and increase productivity and retention Provide HR policy guidance Monitor and report on workforce and succession planning Qualifications Proven work experience as an HR business partner Excellent people management skills Analytical and goal oriented Demonstrable experience with HR metrics Thorough knowledge of California labor markets Full understanding of all HR functions and best practices BS degree in Human Resources or related field High preference for someone with previous M&A experience High preference for someone with previous national high-growth workforce development planning Additional Information EEO-Compliant

Job Description The Human Resources Business Partner (HRBP) will collaborate with leadership and employees to develop and implement HR strategies and initiatives that align with organizational goals. This role involves providing strategic guidance, supporting talent development, employee relations, performance management, and ensuring compliance with policies and regulations. The HRBP maintains an effective level of business literacy about the business unit's culture and delivers value-added service to management and employees that reflects the business objectives of the organization. The HRBP will work closely with management to foster a positive workplace culture, develop workforce plans, and support employee development and retention efforts. Benefits: Free Medical, Dental & Vision 13 Paid Holidays + PTO 403 (B) retirement match Life Insurance, EAP Tuition Reimbursement Flexible Spending Account Continued workforce development & training Succession plans & growth within Qualifications/Licensure: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education & Experience Bachelor's degree in Human Resources, Business, or related field. A minimum of 8 years of experience in resolving complex employee relations issues, preferably in a business partner capacity. Strong knowledge of California labor laws, and HR best practices. Working knowledge of multiple human resources disciplines, including compensation and benefits practices, leaves management, workers compensation, training and development, employee and union relations, DEIA, performance management, and federal and state employment law. Demonstrated analytical thinking, problem solving, and decision-making skills; A critical thinker with success in developing innovative solutions to business issues using higher order thinking. Excellent interpersonal and communication skills both orally and in writing. Proven ability to build relationships and influence decision-making at all levels of the organization. Prior experience provisioning Human Resources in a healthcare setting, preferred, and within a non-profit or Federally Qualified Heath Center (FQHC), a plus. Experience working in a labor environment, a plus. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and administrative practices and how they are interconnected. Collaborative, team-oriented, flexible, and able to work in a fast-paced, ever changing work environment. Strong organizational, prioritization, and time management skills. Advanced knowledge of Microsoft Office Suite (Outlook, Word, Excel, PowerPoint) and HRIS systems, ADP WorkforceNow, preferred. Human Resources certification, a plus. Establish, maintain, and foster positive and harmonious working relationships with those contacted in the course of work. Responsibilities: Performs a combination, but not necessarily all, of the following duties: Acts as a consultant to leadership on employment matters, including workforce development, compliance with employment policies, project management, and coaching and counseling management partners. Ensures smooth employee and labor relations, managing conflict resolution, and handling sensitive employment issues with confidentiality and professionalism. Leads change management initiatives and championing projects that support organizational growth and transformation. Works collaboratively at all levels of the organization, within the Human Resources, Legal & Compliance team and as a support to people managers to ensure successful resolution of employment issues in a timely and professional manner and in accordance with organizational values and policies. Manages employee leave requests, ensuring compliance with relevant laws like FMLA, CFRA, ADA, and PDL and provides expert guidance to both employees and managers acting as a key point of contact for leave-related inquiries and managing the leave of absence process from start to finish. Manages employee changes by communicating with managers, addressing concerns, and providing support to employees and ensuring the system of record is updated and appropriate documents filed. Collaborates with the Human Resources, Legal & Compliance team to develop and improve policies, systems and processes, while ensuring compliance with labor laws and company policies. Analyzes HR metrics and provides insights to drive decisions on employee engagement, retention, and organizational effectiveness. Conducts regular meetings within the respective business unit, offering HR advice when needed. Conducts effective, thorough and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Provides day-to-day performance management guidance to line management, including, but not limited to coaching, counseling, career development, and disciplinary actions. Supports managers with the identification of training needs and individual management coaching needs. St. John's Community Health is an Equal Employment Opportunity Employer

For over 40 years, HemaCare, a Charles River company, has worked to making a positive impact on the world by providing the highest quality cellular material and services to biotech and pharmaceutical companies and research organizations that are performing innovative research and developing novel cell-based therapies. We recognize that our success depends on the vision and passion of our employees; that is why we are devoted to making HemaCare a rewarding and valuable place to work. We believe in making a difference, and at HemaCare, you will make a difference every day. Job Description Provide guidance and support in areas such as organizational development, performance management, recruitment and retention and compensation administration. Maintain two-way communication with global Research Model & Services (RMS) HR management and ensure RMS leaders are aware of all issues affecting global HR. Consult with line management and provide daily HR guidance Analyze trends and metrics with the HR department Resolve complex employee relations issues and address grievances Work closely with management and employees to improve work relationships, build morale and increase productivity and retention Provide HR policy guidance Monitor and report on workforce and succession planning Qualifications Proven work experience as an HR business partner Excellent people management skills Analytical and goal oriented Demonstrable experience with HR metrics Thorough knowledge of California labor markets Full understanding of all HR functions and best practices BS degree in Human Resources or related field High preference for someone with previous M&A experience High preference for someone with previous national high-growth workforce development planning Additional Information EEO-Compliant

We are seeking a strategic, influential, and visionary HR Business Partner Senior Director to lead talent strategies for Vertex's Cell & Genetic Therapies Research site and Research organizations during a transformative era of scientific innovation and organizational growth. This role will serve as a trusted advisor to Research Senior Vice Presidents and Vice Presidents and their leadership teams, shaping organizational design, culture, and workforce strategies that enable cutting-edge discovery and long-term scientific success. Reporting to the Lead HRBP for the Chief Scientific and Global Research organization, this individual will sit on Research leadership teams and play a critical role in driving enterprise-wide HR initiatives and change leadership. As the primary site HRBP for the Jeffrey Leiden Center for Biologics, Cell & Genetic therapies, the Senior Director will provide and ensure the delivery of HR programs and services including leader coaching and consultation, talent development and succession planning, talent acquisition of key positions, employee experience and engagement, and compensation processes. Key Duties and Responsibilities: Lead strategic HR initiatives across multiple Research domains (Discovery Biology, Chemistry, Translational Research, Computational Sciences) and influence cross-functional areas such as Data Science and Platform Technologies. Serve as a key architect of organizational design and transformation, advising senior leaders on complex change management and culture evolution strategies. Drive enterprise-level workforce planning, including capability mapping, succession planning, and talent acquisition strategies aligned with Vertex's long-range scientific roadmap. Leverage advanced analytics and insights to inform strategic decisions, challenge assumptions, and demonstrate measurable impact on scientific and organizational outcomes. Influence and shape HR strategy at the sub-function level, ensuring alignment with corporate priorities and Research objectives. Build and maintain deep partnerships with HR Centers of Excellence (Total Rewards, Talent Management, People Experience, Strategic Analytics). Represent HR on Research leadership forums, contributing to strategic planning and decision-making for the sub-function. Ensure flawless execution of critical HR processes (performance management, compensation planning, leadership development) while driving continuous improvement and innovation. Knowledge and Skills: Recognized expert in HR strategy and organizational effectiveness, with proven ability to influence senior executives and shape sub-functional priorities. Deep understanding of scientific environments, including cell and gene therapy, and workforce capability needs for discovery and translational research. Advanced proficiency in change leadership, culture transformation, and strategic workforce planning. Strong business acumen and ability to translate HR strategies into measurable business outcomes. Exceptional communication and influencing skills; ability to negotiate and shape opinions of senior leaders. Expertise in leveraging data-driven insights and storytelling to inform decisions and drive transformation. Education and Experience: Bachelor's degree in Human Resources or related discipline, or equivalent professional experience. Typically requires 12+ years of progressive HR experience, including significant leadership responsibility and experience in complex, multi-site scientific organizations. Demonstrated success in leading through subordinate managers and influencing sub-function strategy. #LI-LE1 Pay Range: $227,200 - $340,800 Disclosure Statement: The range provided is based on what we believe is a reasonable estimate for the base salary pay range for this job at the time of posting. This role is eligible for an annual bonus and annual equity awards. Some roles may also be eligible for overtime pay, in accordance with federal and state requirements. Actual base salary pay will be based on a number of factors, including skills, competencies, experience, and other job-related factors permitted by law. At Vertex, our Total Rewards offerings also include inclusive market-leading benefits to meet our employees wherever they are in their career, financial, family and wellbeing journey while providing flexibility and resources to support their growth and aspirations. From medical, dental and vision benefits to generous paid time off (including a week-long company shutdown in the Summer and the Winter), educational assistance programs including student loan repayment, a generous commuting subsidy, matching charitable donations, 401(k) and so much more. Flex Designation: Hybrid-Eligible Or On-Site Eligible Flex Eligibility Status: In this Hybrid-Eligible role, you can choose to be designated as: 1. Hybrid: work remotely up to two days per week; or select 2. On-Site: work five days per week on-site with ad hoc flexibility. Note: The Flex status for this position is subject to Vertex's Policy on Flex @ Vertex Program and may be changed at any time. #LI-Hybrid Company Information Vertex is a global biotechnology company that invests in scientific innovation. Vertex is committed to equal employment opportunity and non-discrimination for all employees and qualified applicants without regard to a person's race, color, sex, gender identity or expression, age, religion, national origin, ancestry, ethnicity, disability, veteran status, genetic information, sexual orientation, marital status, or any characteristic protected under applicable law. Vertex is an E-Verify Employer in the United States. Vertex will make reasonable accommodations for qualified individuals with known disabilities, in accordance with applicable law. Any applicant requiring an accommodation in connection with the hiring process and/or to perform the essential functions of the position for which the applicant has applied should make a request to the recruiter or hiring manager, or contact Talent Acquisition at ApplicationAssistance@vrtx.com

We are seeking a strategic, influential, and visionary HR Business Partner Senior Director to lead talent strategies for Vertex's Cell & Genetic Therapies Research site and Research organizations during a transformative era of scientific innovation and organizational growth. This role will serve as a trusted advisor to Research Senior Vice Presidents and Vice Presidents and their leadership teams, shaping organizational design, culture, and workforce strategies that enable cutting-edge discovery and long-term scientific success. Reporting to the Lead HRBP for the Chief Scientific and Global Research organization, this individual will sit on Research leadership teams and play a critical role in driving enterprise-wide HR initiatives and change leadership. As the primary site HRBP for the Jeffrey Leiden Center for Biologics, Cell & Genetic therapies, the Senior Director will provide and ensure the delivery of HR programs and services including leader coaching and consultation, talent development and succession planning, talent acquisition of key positions, employee experience and engagement, and compensation processes. Key Duties and Responsibilities: * Lead strategic HR initiatives across multiple Research domains (Discovery Biology, Chemistry, Translational Research, Computational Sciences) and influence cross-functional areas such as Data Science and Platform Technologies. * Serve as a key architect of organizational design and transformation, advising senior leaders on complex change management and culture evolution strategies. * Drive enterprise-level workforce planning, including capability mapping, succession planning, and talent acquisition strategies aligned with Vertex's long-range scientific roadmap. * Leverage advanced analytics and insights to inform strategic decisions, challenge assumptions, and demonstrate measurable impact on scientific and organizational outcomes. * Influence and shape HR strategy at the sub-function level, ensuring alignment with corporate priorities and Research objectives. * Build and maintain deep partnerships with HR Centers of Excellence (Total Rewards, Talent Management, People Experience, Strategic Analytics). * Represent HR on Research leadership forums, contributing to strategic planning and decision-making for the sub-function. * Ensure flawless execution of critical HR processes (performance management, compensation planning, leadership development) while driving continuous improvement and innovation. Knowledge and Skills: * Recognized expert in HR strategy and organizational effectiveness, with proven ability to influence senior executives and shape sub-functional priorities. * Deep understanding of scientific environments, including cell and gene therapy, and workforce capability needs for discovery and translational research. * Advanced proficiency in change leadership, culture transformation, and strategic workforce planning. * Strong business acumen and ability to translate HR strategies into measurable business outcomes. * Exceptional communication and influencing skills; ability to negotiate and shape opinions of senior leaders. * Expertise in leveraging data-driven insights and storytelling to inform decisions and drive transformation. Education and Experience: * Bachelor's degree in Human Resources or related discipline, or equivalent professional experience. * Typically requires 12+ years of progressive HR experience, including significant leadership responsibility and experience in complex, multi-site scientific organizations. * Demonstrated success in leading through subordinate managers and influencing sub-function strategy. #LI-LE1 Pay Range: $227,200 - $340,800 Disclosure Statement: The range provided is based on what we believe is a reasonable estimate for the base salary pay range for this job at the time of posting. This role is eligible for an annual bonus and annual equity awards. Some roles may also be eligible for overtime pay, in accordance with federal and state requirements. Actual base salary pay will be based on a number of factors, including skills, competencies, experience, and other job-related factors permitted by law. At Vertex, our Total Rewards offerings also include inclusive market-leading benefits to meet our employees wherever they are in their career, financial, family and wellbeing journey while providing flexibility and resources to support their growth and aspirations. From medical, dental and vision benefits to generous paid time off (including a week-long company shutdown in the Summer and the Winter), educational assistance programs including student loan repayment, a generous commuting subsidy, matching charitable donations, 401(k) and so much more. Flex Designation: Hybrid-Eligible Or On-Site Eligible Flex Eligibility Status: In this Hybrid-Eligible role, you can choose to be designated as: 1. Hybrid: work remotely up to two days per week; or select 2. On-Site: work five days per week on-site with ad hoc flexibility. Note: The Flex status for this position is subject to Vertex's Policy on Flex @ Vertex Program and may be changed at any time. #LI-Hybrid Company Information Vertex is a global biotechnology company that invests in scientific innovation. Vertex is committed to equal employment opportunity and non-discrimination for all employees and qualified applicants without regard to a person's race, color, sex, gender identity or expression, age, religion, national origin, ancestry, ethnicity, disability, veteran status, genetic information, sexual orientation, marital status, or any characteristic protected under applicable law. Vertex is an E-Verify Employer in the United States. Vertex will make reasonable accommodations for qualified individuals with known disabilities, in accordance with applicable law. Any applicant requiring an accommodation in connection with the hiring process and/or to perform the essential functions of the position for which the applicant has applied should make a request to the recruiter or hiring manager, or contact Talent Acquisition at ApplicationAssistance@vrtx.com

PL Developments, also known as PLD, is a leading manufacturer, packager, and distributor of over-the-counter (OTC) pharmaceutical products and consumer healthcare goods. The Senior HR Manager serves as the strategic HR leader for PL Developments' South Carolina operations, overseeing HR functions for a workforce of approximately 600 employees and 80 temporary associates across manufacturing and distribution sites. This role ensures alignment of HR strategies with business objectives, drives organizational effectiveness, and provides leadership to a team of four HR professionals. While the HR Manager focuses on manufacturing site operations (onboarding, recruitment, HRIS workflows), the Senior HR Manager is accountable for overall HR leadership, compliance, employee relations at the manufacturing site, and guidance for HR practices at the distribution site. Work Schedule: Monday - Friday / 8am-5pm, additional hours as needed to support 24 hr operation. JOB QUALIFICATIONS: Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 10+ years of progressive HR experience, including leadership roles manufacturing /distribution experience strongly preferred. Experience supporting 24/7 or multi-shift operations strongly preferred. SHRM-CP/SHRM-SCP or PHR/SPHR certification a plus. Strong knowledge of employment laws and HR best practices. Proven ability to lead teams, influence senior leaders, and manage change. Excellent communication, conflict-resolution, and coaching skills. Ability to balance strategic decision-making with hands-on HR execution. Strong analytical, organizational, and problem-solving abilities. Ability to manage multiple projects simultaneously. Willingness to work extended and flexible hours as needed. Will require travel to other SC facilities. Bilingual (English/Spanish) required. POSITION RESPONSIBILITIES: Strategic Leadership & Team Management Lead and develop the HR team, ensuring clear role accountability and fostering collaboration between manufacturing and distribution site HR leads. Partner with site leadership and corporate HR to design and implement HR strategies that support operational goals and workforce stability. Drive initiatives for succession planning, organizational design, and workforce optimization. Monitor HR metrics and analytics to identify trends and recommend improvements. Employee Relations & Termination Process Manufacturing Site: Own Employee Relations, including conducting investigations and executing HR approvals for disciplinary actions. Own the termination process, ensuring compliance and proper documentation, with support from the local HR team. Manage unemployment claim responses for terminated employees. Distribution Site: Provide guidance and support to the Sr. HR Generalist on employee relations matters, ensuring consistency with company standards. Act as the escalation point for complex issues across both sites. Champion engagement and retention programs to maintain a positive and inclusive workplace culture. Compliance & Policy Enforcement Enforce existing HR policies and procedures across both sites. Deliver training to managers and employees on policy compliance and best practices. Recommend policy improvements when gaps or opportunities are identified, collaborating with Corporate HR for approval and implementation. Support social compliance audits and partner with EHS to maintain a safe and compliant work environment. Talent & Performance Management Oversee performance review processes and coach managers on effective feedback and development planning. Identify skill gaps and implement training programs for leadership and high-potential employees. Support corporate-led HR initiatives (benefits, payroll, leave administration) at the site level. Cross-Site HR Operations Oversight Provide guidance and oversight for HRIS data integrity and workflow processes managed by the HR Manager. Ensure recruitment strategies align with temp-to-hire model and workforce planning needs. Actively engage with site leadership to maintain visibility and build strong relationships across both locations. PHYSICAL REQUIREMENTS: Primarily office work with occasional visits to the manufacturing area, using proper PPE. Lift up to 25 pounds occasionally. Climb stairs when needed. Sit for extended periods. Occasionally stoop, kneel, or crouch. Use hands and arms to reach for and handle objects. BENEFITS: PLD is a proud equal opportunity employer offering many corporate benefits, including: Medical and Dental Benefits Vision 401K with employer match Group Life Insurance Flex Spending Accounts Paid Time Off and Paid Holidays Tuition Assistance Corporate Discount Program Opportunities to Flourish Within the Company The EEO statement needs to be included in the detailed description... PL Developments is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. #HP1

Title Human Resources Business Partner Job Description Purpose & Scope: The HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business unit(s). This position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of VHC Health. The HRBP maintains an effective level of literacy about HR best practices, VHC Health policies, and the strategy of the assigned business unit(s). Education: Bachelor's degree is preferred. Experience: Minimum of 2 years of experience resolving employee relations issues. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws. Certification/Licensure: None required Required Skills/Abilities Excellent verbal and written communication skills. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Proficient with Microsoft Office Suite or related software.

Job Description Qualifications Purpose & Scope: The HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business unit(s). This position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of VHC Health. The HRBP maintains an effective level of literacy about HR best practices, VHC Health policies, and the strategy of the assigned business unit(s). Education: Bachelor's degree is preferred. Experience: Minimum of 2 years of experience resolving employee relations issues. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws. Certification/Licensure: None required Required Skills/Abilities Excellent verbal and written communication skills. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Proficient with Microsoft Office Suite or related software.

Join us to create change and have an impact in homes around the world. At Electrolux, a leading global appliance company, we strive every day to shape living for the better for our consumers, our people, and our planet. We share ideas and collaborate so that together, we can develop solutions that deliver enjoyable and sustainable living. Come join us as you are. We believe diverse perspectives make us stronger and more innovative. In our global community of people from 100+ countries, we listen to each other, actively contribute, and grow together. Where you'll be: This position will be based in the Charlotte, NC HQ; hybrid work policy model. Key Responsibilities: Provide people insights and perspectives on business decisions. Supports business leaders in deployment of the People Plan. Works with more complex People First topics. People Plan: Deploy the midterm aspects of the People Plan, as aligned with HR Strategy Workforce Planning: Per people plan requirements. Organization Development: Per people plan requirements. Capability Deployment: Per people plan requirements. Leadership and Team Development: Based on identified needs, advise Leadership Team to drive Employee Engagement, Team ship and Business/People Leadership. Pipeline for leaders. Partner with the business leader to ensure Leadership team development - ensuring leadership teamwork efficiently. Compensation strategy: Accountable for executing the compensation strategy for area of scope. Responsible for bringing knowledge and current/future business needs back to CoE to secure the right strategy. Coach and advise leaders on how to set and work with compensation, aligned with talent needs, ensuring internal attention to equity. Use dashboards and other data reports to advise the business on prioritization of critical talent/performance. Ethics and Discipline: Proactively address employee relations issues, conducting investigations and provide resolutions in collaboration with leaders. Monitor employee morale and engagement, implementing initiatives to enhance the overall employee experience. People Advisory: Advise employees and people leaders on complex and/or out-of-the-box topics under various HR function areas requiring local knowledge and expertise. Act as a subject matter expert on region- or country-specific matters related to the various HR function areas overseen by People Relations. Represent the People area in local task forces and other relevant forums. Program Design & Delivery: Design and implement people programs specific to the needs of the area under scope. Implement global programs locally (e.g. D&I, wellbeing) and contextualize to local realities where needed. Create and execute local EoC programs within the factory. Accountable for local onboarding sessions. Labor Law and Compliance: Support processes and provides guidance related to inquiries relating to labor law and compliance, local legislative, regulatory, and labor relations advice for organizational changes. Talent & Performance Management: Guide people leaders on developing performance improvement plans compliant with legal guidelines. People Analytics: Leverage data and analytics to understand people needs and inform the design and delivery of people programs. Minimum Qualifications Bachelor's degree in business or related field 3-5 years of progressive HR experience with focus on manufacturing or industrial environments Generalist experience covering a wide array of HR function areas. Benefits highlights: Discounts on our award-winning Electrolux products and services Family-friendly benefits Insurance policy plan Extensive learning opportunities and flexible career path Please be advised that we are unable to offer visa sponsorship for this position at this time. Find more on: Electrolux Group North America: ************************************************************** Electrolux Group Careers: ******************************************** Electrolux Home Products, Inc. is an Equal Opportunity Employer (EOE). Qualified applicants are considered for employment without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, or veteran status. If you need assistance or an accommodation during the application process because of a disability, it is available upon request through ******************************. The company is pleased to provide such assistance, and no applicant will be penalized as a result of such a request.

At Daiichi Sankyo, we are united by a single purpose, to improve lives around the world through innovative medicines. With a legacy of innovation since 1899, a presence in more than 30 countries, and more than 19,000 employees, we are advancing breakthrough therapies in oncology, cardiovascular disease, rare diseases, and immune disorders. Guided by our 2030 vision to "be an innovative global healthcare company contributing to the sustainable development of society", we are shaping a healthier, more hopeful future for patients, their families, and society. Job Summary Responsible for managing the design, development, optimization and administration of global HCM Platforms and processes. Serve as the functional lead with technical and operational expertise across multiple applications, possessing deep understanding of HR business processes, and business systems requirements. Previous experience with global systems implementations migrating from one system to another. This position involves collaborating with various teams to gather, document and implement solutions across various technologies, ensuring a focus on an outstanding end user experience. Job Description Responsibilities HR Systems Management * Act as the principal functional expert and advisor for the implementation and ongoing management of the Company's global HRIS system (SAP SuccessFactors). * Lead respective workstream(s) to gather, document, implement, and validate all system requirements for associated module(s). * Serve as the Subject Matter Expert (SME) for respective modules, demonstrating in-depth knowledge and understanding of system features, capabilities, functionality, and limitations. * Design and architect end-to-end solutions, integrating the Global HRIS with various downstream applications. * Provide expertise on best practices, system integrations, data migrations, and technical configurations. * Stay updated on industry trends, emerging technologies, and best practices related to HRIS systems, incorporating relevant advancements to optimize system performance and functionality. Data Quality, Testing and Release Management * Establish and enforce robust data governance standards to ensure ethical and compliant use of people data, prioritizing data security and privacy. * Implement processes to regularly test, audit, and validate HR data to maintain high data quality standards. * Conduct system audits, optimize performance, and troubleshoot technical issues. * Develop comprehensive test plans and scripts, performing unit and user acceptance testing to ensure expected results and troubleshoot any identified system issues. * Lead and participate in regular system release management and testing of the HRIS platform(s), introducing new functionalities to support improved systems experience, cost savings, and compliance. Stakeholder Collaboration * Advocate for the Global HRIS and collaborate with respective regional leads to align and incorporate system maintenance controls. * Collaborate across each functional area of HR to understand specific requirements and build strong relationships based on trust, transparency, and delivery. * Provide ongoing support and assistance to HR and business users, addressing inquiries, troubleshooting issues, and resolving system-related problems. * Serve as a liaison between the customer community and the software development team, documenting functional, system, and process requirements. * Possess excellent verbal and written communication skills and the ability to lead projects or groups. * Be self-motivated, responsive, detail-oriented, and possess excellent analytical, organizational, interpersonal, and communication skills. Responsibilities Continued Qualifications Education Qualifications Bachelor's Degree required Experience Qualifications 7 or More Years Relevant work experience demonstrating proficiency in defining, developing, configuring, and launching a successful global HRIS system required 5+ years of SAP/SuccessFactors required Expert knowledge of one or more SAP SuccessFactors Human Capital Management modules including Employee Central, Performance, Compensation, Recruiting and Onboarding. preferred Excellent communication, documentation, analytical, and presentation skills with the ability to handle multiple assignments required Experience conducting workshops and engaging with HR business in focused discussions to define problem statements and provide efficient solutions required Demonstrated project/program management experience required Hands-on experience implementing a global instance of SuccessFactors preferred Successful record of building and improving operational processes and procedures, ability to drive program efficiency and high levels of customer satisfaction preferred Ability to effectively communicate and present concepts to executive-level leadership across the company preferred Licenses Qualifications Certification in one or more SuccessFactors modules: Employee Central, Recruiting, Compensation, Performance & Goals, Succession, or Development preferred Travel Requirements Ability to travel up to 5% of the time. Conferences and/or business meetings as required Additional Information Daiichi Sankyo, Inc. is an equal opportunity/affirmative action employer. Qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law. Salary Range: USD$155,040.00 - USD$232,560.00 Download Our Benefits Summary PDF

As a member of the Zoetis HR team, the Senior Manager, HR Business Partner serves as the main HR strategic advisor to the business and works directly with senior leadership, managers, and colleagues to deploy HR solutions. Specifically, the HRBP provides HR consultancy and coaching to leaders, managers and colleagues within an assigned client group. Specifically, this role will support the start-up and operations of the Atlanta manufacturing facility within the Biologicals/Biopharmaceuticals platform of Global Manufacturing & Supply. In this onsite client-facing role, the HR Business Partner leverages business group knowledge to identify and implement HR related improvement opportunities across the business. Additionally, s/he will partner with the HR Centers of Excellence (CoE) and Zoetis Colleague Services team (ZCS) to assess the delivery of HR programs and services to ensure the needs of the organization and the business are being met. Through onsite presence, the HRBP will partner with the business in the areas of employee relations, talent acquisition, colleague engagement, talent management, leadership development, change management, DEI, performance management, workforce planning and compensation planning/implementation. Will also partner with other members of the U.S. HR team to ensure successful delivery of HR programs and initiatives across multiple U.S. locations. (Near-term) Responsibilities in a Startup Environment: As an HRBP in our startup manufacturing facility, incumbent will play a pivotal role in building and shaping our organizational culture from the ground up. S/he will be expected to adapt swiftly to evolving priorities, proactively lead the implementation of HR policies and processes, and champion colleague engagement initiatives. This position requires close collaboration with diverse teams-including shop floor colleagues, managers, supervisors, executives, vendors, and community stakeholders-to ensure seamless communication and alignment across all levels. HR will support production scale-up and play a critical role in workforce planning and colleague recruiting and retention. Flexibility is essential, as incumbent may be called upon to assist with tasks outside traditional HR requirements to help other departments meet operational needs during rapid growth. The ideal candidate will demonstrate maturity, professionalism, and the presence to tailor their approach to a wide range of audiences, ensuring the sustainability and scalability of our processes as we expand. Responsibilities: Collaborate with business leadership, managers, and colleagues as the primary HR strategic advisor for the GMS business. Develop a trusted advisor relationship with leadership and proactively provide advice and the people context for business decisions. Manage and build a strategic talent pipeline and workforce plan across the organization. Oversee end-to-end workforce planning and recruitment for all site roles, often at high volume and pace. Develop staffing models, shift schedules, and support resource allocation as production ramps up. Implement foundational HR policies, procedures, and workflows tailored to a new manufacturing operation. Support the onboarding programs specific to HR, compliance, and company culture. Represent and educate managers and colleagues on principles of Engagement and Inclusion. Act as a culture champion, setting the tone for workplace norms, values, and employee engagement in a brand-new facility. Promote the strategic relationship between HR and management to define business challenges, identify opportunities to deliver value-added HR services and programs, and translate them into focused HR initiatives. Guide employees and leaders through frequent changes, process updates, and organizational pivots inherent to startups. Resolve conflicts, coach managers, and provide support to employees from the shop floor to the executive suite. Respond quickly to unexpected challenges, such as equipment failures, staffing shortages, or regulatory issues. Network and collaborate with other HR Business Partners, CoEs and ZCS to agree on a common people agenda throughout the organization, leverage experiences / practices across geographies, and evaluate effectiveness of HR solutions Partner with the CoE and ZCS to ensure that HR programs are feasible for the business and can be implemented. Interpret and administer HR policies policy within delegated authority. Partner with managers, the Benefits CoE, and the Leaves of Absence experts to interpret and manage individual Short-Term Disability, FMLA, and ADA claims. Actively listen and seek to understand various points of view to arrive at best solution. Embrace and drive change for HR programs. Support colleague engagement and cultural programs and initiatives. Confidently manage upwards and downwards throughout the organization. Monitor HR data and trends and leverage business intelligence to provide new insights using Artificial Intelligence (AI) and Data and People Analytics. Monitor results of the delivered HR programs, and work with the CoE and ZCS to facilitate changes and improvements as needed Actively promote and reinforce the Zoetis Core Beliefs. Qualifications: Bachelor's degree required; Master's degree or JD preferred Minimum of 8 years of relevant HR experience is required, preferably in a manufacturing environment. Strong business acumen with demonstrated understanding of business strategy Ability to build deep and influential business partnerships throughout the organization by demonstrating an understanding of business fundamentals and decision-making processes Strong analytical abilities to illustrate HR's impact on the organization Embraces change and views challenges as business opportunities Demonstrated success in championing change Ability to confidently facilitate conversations between people with differing views and backgrounds Ability to modify own behaviors and approaches to address diverse needs and audiences Ability to breakdown complex situations into individual components and understand the interrelationship between these components Demonstrated success working in a global, complex organization across functions, cultures, and levels Adept and flexible and creative problem-solving Experience with people management and development Able to appropriately push back and challenge the status quo Strong verbal and written communication skills to interact with senior level managers and executives HR Information Systems experience preferred, Workday a plus Highly proficient in Microsoft Office software Physical Requirements: Ability to travel to U.S. locations as needed (5-10%). Position is onsite in Atlanta, GA (Lithia Springs) General work hours are from 8:00 am to 5:00 pm in an office setting. Ability to access manufacturing plant and to use necessary personal protective equipment. Full time RegularColleague Any unsolicited resumes sent to Zoetis from a third party, such as an Agency recruiter, including unsolicited resumes sent to a Zoetis mailing address, fax machine or email address, directly to Zoetis employees, or to Zoetis resume database will be considered Zoetis property. Zoetis will NOT pay a fee for any placement resulting from the receipt of an unsolicited resume. Zoetis will consider any candidate for whom an Agency has submitted an unsolicited resume to have been referred by the Agency free of any charges or fees. This includes any Agency that is an approved/engaged vendor but does not have the appropriate approvals to be engaged on a search. Zoetis is committed to equal opportunity in the terms and conditions of employment for all employees and job applicants without regard to race, color, religion, sex, sexual orientation, age, gender identity or gender expression, national origin, disability or veteran status or any other protected classification. Disabled individuals are given an equal opportunity to use our online application system. We offer reasonable accommodations as an alternative if requested by an individual with a disability. Please contact Zoetis Colleague Services at ********************************** to request an accommodation. Zoetis also complies with all applicable national, state and local laws governing nondiscrimination in employment as well as employment eligibility verification requirements of the Immigration and Nationality Act. All applicants must possess or obtain authorization to work in the US for Zoetis. Zoetis retains sole and exclusive discretion to pursue sponsorship for the acquisition or maintenance of nonimmigrant status and employment eligibility, considering factors such as availability of qualified US workers. Individuals requiring sponsorship must disclose this fact. Please note that Zoetis seeks information related to job applications from candidates for jobs in the U.S. solely via the following: (1) our company website at ********************** site, or (2) via email to/from addresses using only the Zoetis domain of “@zoetis.com”. In addition, Zoetis does not use Google Hangout for any recruitment related activities. Any solicitation or request for information related to job applications with Zoetis via any other means and/or utilizing email addresses with any other domain should be disregarded. In addition, Zoetis will never ask candidates to make any type of personal financial investment related to gaining employment with Zoetis.

As a member of the Zoetis HR team, the Senior Manager, HR Business Partner serves as the main HR strategic advisor to the business and works directly with senior leadership, managers, and colleagues to deploy HR solutions. Specifically, the HRBP provides HR consultancy and coaching to leaders, managers and colleagues within an assigned client group. Specifically, this role will support the start-up and operations of the Atlanta manufacturing facility within the Biologicals/Biopharmaceuticals platform of Global Manufacturing & Supply. In this onsite client-facing role, the HR Business Partner leverages business group knowledge to identify and implement HR related improvement opportunities across the business. Additionally, s/he will partner with the HR Centers of Excellence (CoE) and Zoetis Colleague Services team (ZCS) to assess the delivery of HR programs and services to ensure the needs of the organization and the business are being met. Through onsite presence, the HRBP will partner with the business in the areas of employee relations, talent acquisition, colleague engagement, talent management, leadership development, change management, DEI, performance management, workforce planning and compensation planning/implementation. Will also partner with other members of the U.S. HR team to ensure successful delivery of HR programs and initiatives across multiple U.S. locations. (Near-term) Responsibilities in a Startup Environment: As an HRBP in our startup manufacturing facility, incumbent will play a pivotal role in building and shaping our organizational culture from the ground up. S/he will be expected to adapt swiftly to evolving priorities, proactively lead the implementation of HR policies and processes, and champion colleague engagement initiatives. This position requires close collaboration with diverse teams-including shop floor colleagues, managers, supervisors, executives, vendors, and community stakeholders-to ensure seamless communication and alignment across all levels. HR will support production scale-up and play a critical role in workforce planning and colleague recruiting and retention. Flexibility is essential, as incumbent may be called upon to assist with tasks outside traditional HR requirements to help other departments meet operational needs during rapid growth. The ideal candidate will demonstrate maturity, professionalism, and the presence to tailor their approach to a wide range of audiences, ensuring the sustainability and scalability of our processes as we expand. Responsibilities: * Collaborate with business leadership, managers, and colleagues as the primary HR strategic advisor for the GMS business. * Develop a trusted advisor relationship with leadership and proactively provide advice and the people context for business decisions. * Manage and build a strategic talent pipeline and workforce plan across the organization. * Oversee end-to-end workforce planning and recruitment for all site roles, often at high volume and pace. * Develop staffing models, shift schedules, and support resource allocation as production ramps up. * Implement foundational HR policies, procedures, and workflows tailored to a new manufacturing operation. * Support the onboarding programs specific to HR, compliance, and company culture. * Represent and educate managers and colleagues on principles of Engagement and Inclusion. Act as a culture champion, setting the tone for workplace norms, values, and employee engagement in a brand-new facility. * Promote the strategic relationship between HR and management to define business challenges, identify opportunities to deliver value-added HR services and programs, and translate them into focused HR initiatives. * Guide employees and leaders through frequent changes, process updates, and organizational pivots inherent to startups. * Resolve conflicts, coach managers, and provide support to employees from the shop floor to the executive suite. * Respond quickly to unexpected challenges, such as equipment failures, staffing shortages, or regulatory issues. * Network and collaborate with other HR Business Partners, CoEs and ZCS to agree on a common people agenda throughout the organization, leverage experiences / practices across geographies, and evaluate effectiveness of HR solutions * Partner with the CoE and ZCS to ensure that HR programs are feasible for the business and can be implemented. * Interpret and administer HR policies policy within delegated authority. * Partner with managers, the Benefits CoE, and the Leaves of Absence experts to interpret and manage individual Short-Term Disability, FMLA, and ADA claims. * Actively listen and seek to understand various points of view to arrive at best solution. * Embrace and drive change for HR programs. * Support colleague engagement and cultural programs and initiatives. * Confidently manage upwards and downwards throughout the organization. * Monitor HR data and trends and leverage business intelligence to provide new insights using Artificial Intelligence (AI) and Data and People Analytics. * Monitor results of the delivered HR programs, and work with the CoE and ZCS to facilitate changes and improvements as needed * Actively promote and reinforce the Zoetis Core Beliefs. Qualifications: * Bachelor's degree required; Master's degree or JD preferred * Minimum of 8 years of relevant HR experience is required, preferably in a manufacturing environment. * Strong business acumen with demonstrated understanding of business strategy * Ability to build deep and influential business partnerships throughout the organization by demonstrating an understanding of business fundamentals and decision-making processes * Strong analytical abilities to illustrate HR's impact on the organization * Embraces change and views challenges as business opportunities * Demonstrated success in championing change * Ability to confidently facilitate conversations between people with differing views and backgrounds * Ability to modify own behaviors and approaches to address diverse needs and audiences * Ability to breakdown complex situations into individual components and understand the interrelationship between these components * Demonstrated success working in a global, complex organization across functions, cultures, and levels * Adept and flexible and creative problem-solving * Experience with people management and development * Able to appropriately push back and challenge the status quo * Strong verbal and written communication skills to interact with senior level managers and executives * HR Information Systems experience preferred, Workday a plus * Highly proficient in Microsoft Office software Physical Requirements: * Ability to travel to U.S. locations as needed (5-10%). * Position is onsite in Atlanta, GA (Lithia Springs) * General work hours are from 8:00 am to 5:00 pm in an office setting. * Ability to access manufacturing plant and to use necessary personal protective equipment. Full time Regular Colleague Any unsolicited resumes sent to Zoetis from a third party, such as an Agency recruiter, including unsolicited resumes sent to a Zoetis mailing address, fax machine or email address, directly to Zoetis employees, or to Zoetis resume database will be considered Zoetis property. Zoetis will NOT pay a fee for any placement resulting from the receipt of an unsolicited resume. Zoetis will consider any candidate for whom an Agency has submitted an unsolicited resume to have been referred by the Agency free of any charges or fees. This includes any Agency that is an approved/engaged vendor but does not have the appropriate approvals to be engaged on a search. Zoetis is committed to equal opportunity in the terms and conditions of employment for all employees and job applicants without regard to race, color, religion, sex, sexual orientation, age, gender identity or gender expression, national origin, disability or veteran status or any other protected classification. Disabled individuals are given an equal opportunity to use our online application system. We offer reasonable accommodations as an alternative if requested by an individual with a disability. Please contact Zoetis Colleague Services at ********************************** to request an accommodation. Zoetis also complies with all applicable national, state and local laws governing nondiscrimination in employment as well as employment eligibility verification requirements of the Immigration and Nationality Act. All applicants must possess or obtain authorization to work in the US for Zoetis. Zoetis retains sole and exclusive discretion to pursue sponsorship for the acquisition or maintenance of nonimmigrant status and employment eligibility, considering factors such as availability of qualified US workers. Individuals requiring sponsorship must disclose this fact. Please note that Zoetis seeks information related to job applications from candidates for jobs in the U.S. solely via the following: (1) our company website at ********************** site, or (2) via email to/from addresses using only the Zoetis domain of "@zoetis.com". In addition, Zoetis does not use Google Hangout for any recruitment related activities. Any solicitation or request for information related to job applications with Zoetis via any other means and/or utilizing email addresses with any other domain should be disregarded. In addition, Zoetis will never ask candidates to make any type of personal financial investment related to gaining employment with Zoetis.

We are seeking a strategic, influential, and business-savvy HR Business Partner Senior Director to support the Biopharmaceutical Sciences & Manufacturing Organization (BSMO) at Vertex during a pivotal phase of growth and innovation. In this role, you will act as the key HR leader and strategic advisor to senior executives across one or more major BSMO sub-functions. Reporting to the Executive Director, HRBP Lead for BSMO, you will help shape organizational strategy, culture, and workforce plans that drive critical business outcomes and scientific advancement. This is a senior individual contributor position that leads through influence-operating as a consultative partner by aligning cross-functional stakeholders and leveraging HR centers of excellence to deliver integrated people solutions. This highly visible role offers an exceptional opportunity to impact an end-to-end biotech organization and provides a pathway to broader HR leadership responsibilities. Key Duties and Responsibilities: Strategic HR Partner & Enterprise Influencer: Serve as the primary HR partner to senior leaders of assigned BSMO areas, translating their business strategies into a prioritized, integrated people and organizational plan. Sit on the respective unit's leadership team and influence executive decision-making by providing clear options, risk/benefit analyses, and data-backed recommendations that connect talent strategies to operational, quality, safety, and cost outcomes. Organizational Design & Growth Enablement: Act as a chief architect of organizational design and transformation in a rapidly scaling, complex manufacturing and technical development environment. Lead the evolution of the function's organizational structure to support growth, new capabilities, and globalization (for example, standing up new technical capabilities, optimizing organization spans and layers, and clarifying governance and decision-making interfaces). Partner with business leaders to identify and build critical workforce capabilities, closing skill gaps through targeted build/buy/borrow talent strategies. Workforce Planning & Succession Strategy: Own the multi-year strategic workforce plan for the function, aligned with the organization's long-range business strategy, capacity forecasts, and budget. Define workforce requirements (headcount, skills, location strategy, etc.) to ensure the function can meet current and future demands. Proactively identify critical roles and drive robust succession planning for key leadership and technical positions, cultivating a diverse talent pipeline and actionable development plans that ensure continuity in a regulated environment. Talent Development & Leadership Excellence: Elevate leadership and team performance within BSMO's senior levels. Establish and refine management and talent practices that drive a high-performance, agile culture. Provide coaching to leaders navigating growth and organizational inflection points, helping them raise the performance bar with clarity and fairness. Partner with Talent Management and Learning & Development to design and implement programs for high-potential talent, technical career paths, leadership development, and other initiatives that support succession and retention of top talent. Culture, Engagement & Change Leadership: Champion a culture of innovation, inclusion, and continuous improvement across the function. Diagnose organizational health and culture needs in line with BSMO's strategic objectives and culture roadmap. Lead change management efforts for major initiatives-such as network expansions, technology transfers, organizational restructurings, or portfolio pivots-by creating clear cases for change, stakeholder engagement plans, communications strategies, and metrics to track adoption and impact. Act as a visible change agent and advisor to leaders and employees alike, ensuring changes are implemented effectively and sustainably. People Analytics & Decision Support: Leverage advanced people analytics and insights to inform talent and organizational decisions. Monitor key workforce metrics (e.g., attrition in critical roles, staffing levels for 24/7 operations, talent pipeline health) and present data-driven narratives that drive strategic action. Translate complex data into clear, compelling stories for leadership to shape investments in people and organizational capabilities. Use predictive analytics and industry benchmarks to anticipate future talent trends and proactively address challenges. HR Program Leadership & Operations Governance: Orchestrate with HR Centers of Excellence (Talent Acquisition, Total Rewards, People Experience, Talent Management, Strategic Analytics, etc.) to design and deploy integrated HR solutions at speed. Ensure flawless execution and contribute to continuous improvement of core HR processes - such as performance management, succession reviews, talent calibration, compensation planning, and employee feedback/action planning - with an emphasis on fairness, transparency, and business relevance. Identify opportunities to streamline HR processes and contribute to enterprise HR projects (for example, improving headcount planning, HR technology implementations, or diversity and inclusion initiatives). Mentor and provide thought leadership to junior HRBPs and other HR team members, fostering a collaborative OneHR approach across the organization. Knowledge and Skills: Recognized expert in business strategy and organizational effectiveness, with proven ability to influence senior executives and shape sub-functional priorities. Deep understanding of technical environments, with experience working in a regulated environment. Advanced proficiency in change leadership, culture transformation, and strategic planning. Strong business acumen and ability to translate strategies into measurable business outcomes. Exceptional communication and influencing skills; ability to negotiate and shape opinions of senior leaders. Expertise in leveraging data-driven insights and storytelling to inform decisions and drive transformation. Education and Experience: Bachelor's degree in Human Resources or related discipline, or equivalent professional experience. Typically requires 12+ years of progressive HR experience, including significant leadership responsibility and experience in complex, multi-site scientific organizations. Demonstrated success in leading through subordinate managers and influencing sub-function strategy. #LI-LE1 Pay Range: $227,200 - $340,800 Disclosure Statement: The range provided is based on what we believe is a reasonable estimate for the base salary pay range for this job at the time of posting. This role is eligible for an annual bonus and annual equity awards. Some roles may also be eligible for overtime pay, in accordance with federal and state requirements. Actual base salary pay will be based on a number of factors, including skills, competencies, experience, and other job-related factors permitted by law. At Vertex, our Total Rewards offerings also include inclusive market-leading benefits to meet our employees wherever they are in their career, financial, family and wellbeing journey while providing flexibility and resources to support their growth and aspirations. From medical, dental and vision benefits to generous paid time off (including a week-long company shutdown in the Summer and the Winter), educational assistance programs including student loan repayment, a generous commuting subsidy, matching charitable donations, 401(k) and so much more. Flex Designation: Hybrid-Eligible Or On-Site Eligible Flex Eligibility Status: In this Hybrid-Eligible role, you can choose to be designated as: 1. Hybrid: work remotely up to two days per week; or select 2. On-Site: work five days per week on-site with ad hoc flexibility. Note: The Flex status for this position is subject to Vertex's Policy on Flex @ Vertex Program and may be changed at any time. #LI-Hybrid Company Information Vertex is a global biotechnology company that invests in scientific innovation. Vertex is committed to equal employment opportunity and non-discrimination for all employees and qualified applicants without regard to a person's race, color, sex, gender identity or expression, age, religion, national origin, ancestry, ethnicity, disability, veteran status, genetic information, sexual orientation, marital status, or any characteristic protected under applicable law. Vertex is an E-Verify Employer in the United States. Vertex will make reasonable accommodations for qualified individuals with known disabilities, in accordance with applicable law. Any applicant requiring an accommodation in connection with the hiring process and/or to perform the essential functions of the position for which the applicant has applied should make a request to the recruiter or hiring manager, or contact Talent Acquisition at ApplicationAssistance@vrtx.com

We are seeking a strategic, influential, and business-savvy HR Business Partner Senior Director to support the Biopharmaceutical Sciences & Manufacturing Organization (BSMO) at Vertex during a pivotal phase of growth and innovation. In this role, you will act as the key HR leader and strategic advisor to senior executives across one or more major BSMO sub-functions. Reporting to the Executive Director, HRBP Lead for BSMO, you will help shape organizational strategy, culture, and workforce plans that drive critical business outcomes and scientific advancement. This is a senior individual contributor position that leads through influence-operating as a consultative partner by aligning cross-functional stakeholders and leveraging HR centers of excellence to deliver integrated people solutions. This highly visible role offers an exceptional opportunity to impact an end-to-end biotech organization and provides a pathway to broader HR leadership responsibilities. Key Duties and Responsibilities: * Strategic HR Partner & Enterprise Influencer: Serve as the primary HR partner to senior leaders of assigned BSMO areas, translating their business strategies into a prioritized, integrated people and organizational plan. Sit on the respective unit's leadership team and influence executive decision-making by providing clear options, risk/benefit analyses, and data-backed recommendations that connect talent strategies to operational, quality, safety, and cost outcomes. * Organizational Design & Growth Enablement: Act as a chief architect of organizational design and transformation in a rapidly scaling, complex manufacturing and technical development environment. Lead the evolution of the function's organizational structure to support growth, new capabilities, and globalization (for example, standing up new technical capabilities, optimizing organization spans and layers, and clarifying governance and decision-making interfaces). Partner with business leaders to identify and build critical workforce capabilities, closing skill gaps through targeted build/buy/borrow talent strategies. * Workforce Planning & Succession Strategy: Own the multi-year strategic workforce plan for the function, aligned with the organization's long-range business strategy, capacity forecasts, and budget. Define workforce requirements (headcount, skills, location strategy, etc.) to ensure the function can meet current and future demands. Proactively identify critical roles and drive robust succession planning for key leadership and technical positions, cultivating a diverse talent pipeline and actionable development plans that ensure continuity in a regulated environment. * Talent Development & Leadership Excellence: Elevate leadership and team performance within BSMO's senior levels. Establish and refine management and talent practices that drive a high-performance, agile culture. Provide coaching to leaders navigating growth and organizational inflection points, helping them raise the performance bar with clarity and fairness. Partner with Talent Management and Learning & Development to design and implement programs for high-potential talent, technical career paths, leadership development, and other initiatives that support succession and retention of top talent. * Culture, Engagement & Change Leadership: Champion a culture of innovation, inclusion, and continuous improvement across the function. Diagnose organizational health and culture needs in line with BSMO's strategic objectives and culture roadmap. Lead change management efforts for major initiatives-such as network expansions, technology transfers, organizational restructurings, or portfolio pivots-by creating clear cases for change, stakeholder engagement plans, communications strategies, and metrics to track adoption and impact. Act as a visible change agent and advisor to leaders and employees alike, ensuring changes are implemented effectively and sustainably. * People Analytics & Decision Support: Leverage advanced people analytics and insights to inform talent and organizational decisions. Monitor key workforce metrics (e.g., attrition in critical roles, staffing levels for 24/7 operations, talent pipeline health) and present data-driven narratives that drive strategic action. Translate complex data into clear, compelling stories for leadership to shape investments in people and organizational capabilities. Use predictive analytics and industry benchmarks to anticipate future talent trends and proactively address challenges. * HR Program Leadership & Operations Governance: Orchestrate with HR Centers of Excellence (Talent Acquisition, Total Rewards, People Experience, Talent Management, Strategic Analytics, etc.) to design and deploy integrated HR solutions at speed. Ensure flawless execution and contribute to continuous improvement of core HR processes - such as performance management, succession reviews, talent calibration, compensation planning, and employee feedback/action planning - with an emphasis on fairness, transparency, and business relevance. Identify opportunities to streamline HR processes and contribute to enterprise HR projects (for example, improving headcount planning, HR technology implementations, or diversity and inclusion initiatives). Mentor and provide thought leadership to junior HRBPs and other HR team members, fostering a collaborative OneHR approach across the organization. Knowledge and Skills: * Recognized expert in business strategy and organizational effectiveness, with proven ability to influence senior executives and shape sub-functional priorities. * Deep understanding of technical environments, with experience working in a regulated environment. * Advanced proficiency in change leadership, culture transformation, and strategic planning. * Strong business acumen and ability to translate strategies into measurable business outcomes. * Exceptional communication and influencing skills; ability to negotiate and shape opinions of senior leaders. * Expertise in leveraging data-driven insights and storytelling to inform decisions and drive transformation. Education and Experience: * Bachelor's degree in Human Resources or related discipline, or equivalent professional experience. * Typically requires 12+ years of progressive HR experience, including significant leadership responsibility and experience in complex, multi-site scientific organizations. * Demonstrated success in leading through subordinate managers and influencing sub-function strategy. #LI-LE1 Pay Range: $227,200 - $340,800 Disclosure Statement: The range provided is based on what we believe is a reasonable estimate for the base salary pay range for this job at the time of posting. This role is eligible for an annual bonus and annual equity awards. Some roles may also be eligible for overtime pay, in accordance with federal and state requirements. Actual base salary pay will be based on a number of factors, including skills, competencies, experience, and other job-related factors permitted by law. At Vertex, our Total Rewards offerings also include inclusive market-leading benefits to meet our employees wherever they are in their career, financial, family and wellbeing journey while providing flexibility and resources to support their growth and aspirations. From medical, dental and vision benefits to generous paid time off (including a week-long company shutdown in the Summer and the Winter), educational assistance programs including student loan repayment, a generous commuting subsidy, matching charitable donations, 401(k) and so much more. Flex Designation: Hybrid-Eligible Or On-Site Eligible Flex Eligibility Status: In this Hybrid-Eligible role, you can choose to be designated as: 1. Hybrid: work remotely up to two days per week; or select 2. On-Site: work five days per week on-site with ad hoc flexibility. Note: The Flex status for this position is subject to Vertex's Policy on Flex @ Vertex Program and may be changed at any time. #LI-Hybrid Company Information Vertex is a global biotechnology company that invests in scientific innovation. Vertex is committed to equal employment opportunity and non-discrimination for all employees and qualified applicants without regard to a person's race, color, sex, gender identity or expression, age, religion, national origin, ancestry, ethnicity, disability, veteran status, genetic information, sexual orientation, marital status, or any characteristic protected under applicable law. Vertex is an E-Verify Employer in the United States. Vertex will make reasonable accommodations for qualified individuals with known disabilities, in accordance with applicable law. Any applicant requiring an accommodation in connection with the hiring process and/or to perform the essential functions of the position for which the applicant has applied should make a request to the recruiter or hiring manager, or contact Talent Acquisition at ApplicationAssistance@vrtx.com

Do you want to join a team where the mission is meaningful, the challenges are complex, and you can directly see the results of your hard work? Lundbeck is a global biopharmaceutical company focusing exclusively on brain health. With more than 70 years of experience in neuroscience, we are committed to improving the lives of people with neurological and psychiatric diseases. Lundbeck employees are inspired and driven by our purpose to advance brain health and transform lives. Join us on our journey of growth! Summary: Directs the organization's compensation, benefits and HR operations functions. Responsible for overall design, implementation, communication, administration, and ongoing evaluation of the organization's compensation and benefits programs for the United States. Directs HR operations to ensure data accuracy, analytics and reporting support business decisions. Ensures that compensation and benefit programs support the organization's strategic objectives and meet all legal requirements. Essential Functions: Develops and maintains total rewards philosophy and supporting programs that enable the organization in meeting its business objectives. These programs include base pay, short- and long-term incentive pay, health and welfare benefits, and retirement plans. Directs team processes including compensation planning, survey participation and market pricing, open enrollment, LTI grant processes, employee surveys, and related processes. Manages approval process with VP Human Resources. Directs HRIS activities, ensuring dashboards, data analytics, and special projects have sufficient staffing and support from Headquarters, Global Business Services, and the U.S. Analytics Team (ACE). Collaborates with global total rewards leadership in Copenhagen to ensure alignment of U.S. programs with global strategies; contributes to global total rewards team. Collaborates with Human Resource Business Partners and Talent Acquisition to ensure that programs address current and future business needs; aligns with Talent Management on major processes and communications campaigns. Leads communications strategy for total rewards for the U.S.; ensures regular, employee-focused education on total rewards programs are delivered in an appropriate manner at the appropriate time. Develops and leads manager training on compensation topics including pay transparency and compensation decisions. Evaluates market data, industry trends, and best practices, proactively seeks opportunities to enhance the competitiveness of compensation and benefits programs. Collaborates with the Incentive Compensation team and Finance to provide a complete analysis and snapshot of total rewards costs and budget requests. Recommends and presents plan design and annual total rewards budget to senior leadership. Manages the budget approval process with the VP Human Resources. Directs process documentation and process improvements. Ensures that appropriate processes are moved to and completed by the Global Business Services team. Contributes to due diligence for potential acquisitions, identifying costs and rewards risks. Leads integration of HR systems, compensation and benefits programs of acquired organizations into Lundbeck systems and programs. Manages vendors including selection of data vendors, consultants, brokers, and advisors; negotiates contracts, seeking to balance competitiveness and appropriate service levels with cost control. Ensures total rewards compliance with relevant regulatory standards and statutes. Identifies new compliance issues and manages compliance risk for both state and federal regulations. Manages and directs the work of 3 team members; provides coaching and performance feedback; makes and communicates compensation decisions. Other duties as assigned. Required Education, Experience, and Skills: Accredited Bachelor's Degree 10+ years of experience in benefits and compensation programs (Total Rewards Programs) 5+ years demonstrated experience in developing and administering complex compensation strategies and ability to balance strategic thinking with detailed focus on execution 5+ years managing a team of direct reports to include hiring, training, coaching performance and professional development Demonstrated knowledge of pertinent federal and state regulations, filing and compliance requirements (i.e., ERISA, ACA, HIPAA, COBRA, FMLA, IRS, ADA, Pay Equity and Pay Transparency, Section 125 regulations, 5500, Health Care Reform, Workers Compensation, Medicare, Social Security, DOL, FLSA) Clear, precise and effective verbal and written communication and presentation skills Results driven with ability to operate independently and proactively Proven ability to establish rapport and work across all levels of organization and cultivate relationships to include executive leadership, HR Business Partners, Talent Acquisition, Talent Management, Procurement, Legal and Finance Strong working knowledge of Microsoft Office Suite Ability to drive multiple projects simultaneously with regularly adjusting priorities Preferred Education, Experience, and Skills: Accredited Bachelor's Degree in Human Resources or related field with an emphasis in business or finance Demonstrated experience with overseeing or managing HR operations, systems and tools. Experience working with and benchmarking Life Sciences/Specialty Pharmaceutical Organizations Knowledge in financial/business analysis techniques highly desirable Industry certifications (CCP, CEBS, SPHR, PHR, etc.) Experience with HRIS systems such as Success Factors, BenefitFocus and/or Ceridian Payroll Travel: Willingness/Ability to travel up to 10% domestically. International travel may be required The range displayed is specifically for those potential hires who will work or reside in the state of Illinois, if selected for this role, and may vary based on various factors such as the candidate's qualifications, skills, competencies, and proficiency for the role. Salary Pay Range: $200,000 - $240,000 and eligibility for a 25% bonus target based on company and individual performance, and eligibility to participate in the company's long-term incentive plan. Benefits for this position include flexible paid time off (PTO), health benefits to include Medical, Dental and Vision and company match 401k. Additional benefits information can be found on our career site. Applications accepted on an ongoing basis. Why Lundbeck Lundbeck offers a robust and comprehensive benefits package to help employees live well and protect their health, family, and everyday life. Information regarding our benefit offering can be found on the U.S. career site. Lundbeck is committed to working with and providing reasonable accommodations to disabled veterans and other individuals with disabilities during our employment application process. If, because of a disability, you need a reasonable accommodation for any part of the application process, please visit the U.S. career site. Lundbeck is proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, protected veteran status, and any other characteristic protected by law, rule, or regulation. Lundbeck participates in E-Verify.

Do you want to join a team where the mission is meaningful, the challenges are complex, and you can directly see the results of your hard work? Lundbeck is a global biopharmaceutical company focusing exclusively on brain health. With more than 70 years of experience in neuroscience, we are committed to improving the lives of people with neurological and psychiatric diseases. Lundbeck employees are inspired and driven by our purpose to advance brain health and transform lives. Join us on our journey of growth! Summary: Directs the organization's compensation, benefits and HR operations functions. Responsible for overall design, implementation, communication, administration, and ongoing evaluation of the organization's compensation and benefits programs for the United States. Directs HR operations to ensure data accuracy, analytics and reporting support business decisions. Ensures that compensation and benefit programs support the organization's strategic objectives and meet all legal requirements. Essential Functions: * Develops and maintains total rewards philosophy and supporting programs that enable the organization in meeting its business objectives. These programs include base pay, short- and long-term incentive pay, health and welfare benefits, and retirement plans. * Directs team processes including compensation planning, survey participation and market pricing, open enrollment, LTI grant processes, employee surveys, and related processes. Manages approval process with VP Human Resources. * Directs HRIS activities, ensuring dashboards, data analytics, and special projects have sufficient staffing and support from Headquarters, Global Business Services, and the U.S. Analytics Team (ACE). * Collaborates with global total rewards leadership in Copenhagen to ensure alignment of U.S. programs with global strategies; contributes to global total rewards team. * Collaborates with Human Resource Business Partners and Talent Acquisition to ensure that programs address current and future business needs; aligns with Talent Management on major processes and communications campaigns. * Leads communications strategy for total rewards for the U.S.; ensures regular, employee-focused education on total rewards programs are delivered in an appropriate manner at the appropriate time. Develops and leads manager training on compensation topics including pay transparency and compensation decisions. * Evaluates market data, industry trends, and best practices, proactively seeks opportunities to enhance the competitiveness of compensation and benefits programs. * Collaborates with the Incentive Compensation team and Finance to provide a complete analysis and snapshot of total rewards costs and budget requests. * Recommends and presents plan design and annual total rewards budget to senior leadership. Manages the budget approval process with the VP Human Resources. * Directs process documentation and process improvements. Ensures that appropriate processes are moved to and completed by the Global Business Services team. * Contributes to due diligence for potential acquisitions, identifying costs and rewards risks. Leads integration of HR systems, compensation and benefits programs of acquired organizations into Lundbeck systems and programs. * Manages vendors including selection of data vendors, consultants, brokers, and advisors; negotiates contracts, seeking to balance competitiveness and appropriate service levels with cost control. * Ensures total rewards compliance with relevant regulatory standards and statutes. Identifies new compliance issues and manages compliance risk for both state and federal regulations. * Manages and directs the work of 3 team members; provides coaching and performance feedback; makes and communicates compensation decisions. * Other duties as assigned. Required Education, Experience, and Skills: * Accredited Bachelor's Degree * 10+ years of experience in benefits and compensation programs (Total Rewards Programs) * 5+ years demonstrated experience in developing and administering complex compensation strategies and ability to balance strategic thinking with detailed focus on execution * 5+ years managing a team of direct reports to include hiring, training, coaching performance and professional development * Demonstrated knowledge of pertinent federal and state regulations, filing and compliance requirements (i.e., ERISA, ACA, HIPAA, COBRA, FMLA, IRS, ADA, Pay Equity and Pay Transparency, Section 125 regulations, 5500, Health Care Reform, Workers Compensation, Medicare, Social Security, DOL, FLSA) * Clear, precise and effective verbal and written communication and presentation skills * Results driven with ability to operate independently and proactively * Proven ability to establish rapport and work across all levels of organization and cultivate relationships to include executive leadership, HR Business Partners, Talent Acquisition, Talent Management, Procurement, Legal and Finance * Strong working knowledge of Microsoft Office Suite * Ability to drive multiple projects simultaneously with regularly adjusting priorities Preferred Education, Experience, and Skills: * Accredited Bachelor's Degree in Human Resources or related field with an emphasis in business or finance * Demonstrated experience with overseeing or managing HR operations, systems and tools. * Experience working with and benchmarking Life Sciences/Specialty Pharmaceutical Organizations * Knowledge in financial/business analysis techniques highly desirable * Industry certifications (CCP, CEBS, SPHR, PHR, etc.) * Experience with HRIS systems such as Success Factors, BenefitFocus and/or Ceridian Payroll Travel: * Willingness/Ability to travel up to 10% domestically. International travel may be required The range displayed is specifically for those potential hires who will work or reside in the state of Illinois, if selected for this role, and may vary based on various factors such as the candidate's qualifications, skills, competencies, and proficiency for the role. Salary Pay Range: $200,000 - $240,000 and eligibility for a 25% bonus target based on company and individual performance, and eligibility to participate in the company's long-term incentive plan. Benefits for this position include flexible paid time off (PTO), health benefits to include Medical, Dental and Vision and company match 401k. Additional benefits information can be found on our career site. Applications accepted on an ongoing basis. Why Lundbeck Lundbeck offers a robust and comprehensive benefits package to help employees live well and protect their health, family, and everyday life. Information regarding our benefit offering can be found on the U.S. career site. Lundbeck is committed to working with and providing reasonable accommodations to disabled veterans and other individuals with disabilities during our employment application process. If, because of a disability, you need a reasonable accommodation for any part of the application process, please visit the U.S. career site. Lundbeck is proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, protected veteran status, and any other characteristic protected by law, rule, or regulation. Lundbeck participates in E-Verify. About Lundbeck At Lundbeck, our most important contribution is easing the burden of the millions of people living with brain disorders. Whether it is migraine, depression, or other brain disorders, patients, their carers, and society as a whole depend on us. Through cutting edge science and strong partnerships, we develop and market some of the world's leading treatments, expanding into neuro-specialty and neuro-rare from our strong legacy within psychiatry and neurology. The brain health challenge is real. Our commitment is real. Our impact is real. About Lundbeck At Lundbeck, our most important contribution is easing the burden of the millions of people living with brain disorders. Whether it is migraine, depression, or other brain disorders, patients, their carers, and society as a whole depend on us. Through cutting edge science and strong partnerships, we develop and market some of the world's leading treatments, expanding into neuro-specialty and neuro-rare from our strong legacy within psychiatry and neurology. The brain health challenge is real. Our commitment is real. Our impact is real.

Overview Incyte is a biopharmaceutical company focused on the discovery, development, and commercialization of novel medicines to meet serious unmet medical needs in oncology and inflammation and autoimmunity. Incyte is committed to the rigorous pursuit of research and development excellence to improve the lives of patients, make a difference in health care, and build sustainable value. The Company strives to discover and develop first-in-class and best-in-class medicines-advancing a diverse portfolio of large and small molecules. Job Summary (Primary function) The HR Business Partner (HRBP) for Global Technical Operations acts as a strategic partner to Technical Operations leadership, driving HR initiatives that enable business performance. This role focuses on workforce planning, talent development, organizational effectiveness, and employee engagement across global development & manufacturing as well as supply chain operations. Essential Functions of the Job (Key responsibilities) Partner closely with Technical Operations leadership to align HR strategy with operational goals, drive workforce planning, and support organizational effectiveness. Facilitates salary forecast/performance management process for client groups (merit increase, bonus, and stock option recommendations; performance review submission/review/approval). Effectively handles and resolves employee relations and performance issues, ensuring a fair and inclusive approach for all employees. Coordinates the recruiting, interviewing, and selection of candidates. Ensures compliance to EEOC requirements (e. g. requisition approval, sourcing, interviews, and offer Lead workforce planning and talent management initiatives for Global Technical Operations functions. Drive succession planning and leadership development for critical roles. Ensure compliance with labor laws and HR policies across multiple geographies, with a strong understanding of regional requirements. Champion Diversity, Equity & Inclusion (DEI) initiatives within technical operations. Complies with human resource legal mandates, such as FLSA, FMLA, ADA, and Title VII. Collaborate with HR Centers of Excellence (COEs) on compensation, benefits, and performance management. Provide guidance on employee relations, engagement, and cultural transformation. Act as a source of feedback for managers regarding trends in employee concerns/issues and provide recommendations. Drive safety culture and compliance Contribute to HR digitalization and process harmonization projects globally. Qualifications (Minimal acceptable level of education, work experience, and competency) Bachelor's degree in HR, Business, or related field; Master's degree preferred. 10+ years of HR experience, including at least 3-5 years as HRBP in manufacturing, technical operations, supply chain, biotech, pharma, or industrial company. Proven experience in global or multi-country environments, with the ability to support and influence stakeholders across different geographies. Strong knowledge of labor laws and compliance requirements, including union environments and collective bargaining (if relevant). Excellent communication, influencing, and stakeholder management skills. Ability to work in fast-paced, matrixed, and culturally diverse organizations. Disclaimer: The above statements are intended to describe the general nature and level of work performed by employees assigned to this job. They are not intended to be an exhaustive list of all duties, responsibilities, and qualifications. Management reserves the right to change or modify such duties as required. Incyte Corporation is committed to creating a diverse environment and is proud to be an equal opportunity employer. We Respect Your Privacy Learn more at: *********** incyte. com/privacy-policy The Incyte hiring organization processes your personal data to manage your job application in order to enter into an employment relationship with you if you are the successful candidate. During the process, you may be asked to respond to questions that will screen out your application if you do not meet certain objective criteria required by the job. You can learn more about this process here. You may have the right to access, delete, restrict, edit, move, or object to the use of your personal data. You may also have a right to report concerns to the authority responsible for data privacy in the country where the position is based or where you live or work. You can learn more about Incyte's data protection practices here. By accessing this link you can learn about the types of personal data we collect, how we use it, whether collection and processing is optional, sources of the personal data we process, how it is shared, where it is stored or transferred to, how long we keep it, and contact information for Incyte, Incyte's data protection officer, and your supervisory authority (if applicable). Please contact privacy@incyte. com if you have any questions or concerns or would like to exercise your rights.