Senior Human Resources Manager jobs at Johnson & Johnson

- 183 jobs

Senior Manager, Global HR Compliance
PCI Pharma Services 4.1
Philadelphia, PA jobs
Life changing therapies. Global impact. Bridge to thousands of biopharma companies and their patients. **We are PCI.** Our investment is in People who make an impact, drive progress and create a better tomorrow. Our strategy includes building teams across our global network to pioneer and shape the future of PCI. The Sr. Manager, Global HR Compliance will play a critical role in building, enhancing, and governing PCI Pharma Services' global HR compliance framework. Reporting to the Executive Director of Global HR Operations, this role ensures that PCI's employment practices, including regulatory adherence, work authorization, policy management, government reporting, and pre-employment screening, are consistent, audit-ready, scalable, and aligned with global risk mitigation objectives. This position blends operational excellence with strategic compliance leadership. The ideal candidate possesses strong knowledge of global employment regulations, experience in managing cross-regional compliance programs, and the ability to operationalize HR policies and regulatory requirements across various systems, processes, and teams. **Responsibilities:** **Global Regulatory & Employment Compliance Management** + Oversee global employment compliance requirements across North America, EMEA, and APAC, ensuring adherence to federal, state, and local regulations. + Manage ongoing monitoring of regulatory changes impacting HR (e.g., wage/hour laws, employment documentation, mandatory reporting, works council requirements). + Serve as a primary point of contact for regulators and government agencies for HR-related audits, inspections, and inquiries. + Lead the creation, maintenance, and governance of global HR compliance calendars, controls, and audit frameworks. + Ensure compliance with key employment legislation across the U.S. (FLSA, FMLA, EEOC laws, state labor codes), Canada (Employment Standards, provincial labor laws), UK (Employment Rights Act, Equality Act), Ireland (Employment Equality Acts, Organisation of Working Time Act), Australia (Fair Work Act, NES), Spain (Workers' Statute), and Germany (BetrVG, Arbeitszeitgesetz). **Work Authorization, Right-to-Work, & Visa Sponsorship** + Lead global work authorization processes, ensuring compliant hiring and continued employment documentation across all countries. + Oversee immigration and sponsorship programs, partnering with legal counsel and mobility vendors to ensure timely and compliant visa processing. + Maintain global immigration vendor partnerships and ensure sponsorship programs align with local law, including Skilled Worker / Global Talent visas (UK), EAD/H-1B (U.S.), TSS 482 (Australia), etc. + Implement standardized right-to-work verification procedures and monitor global adherence. + Develop dashboards and reporting mechanisms to track expirations, renewals, and risk indicators. **Background Check Program & Adjudication** + Own PCI's global background check program, including vendor management, adjudication guidelines, and compliance with local legislation (e.g., Fair Chance laws, GDPR). + Implement consistent global screening standards while adapting to regional regulatory requirements. + Partner with Talent Acquisition, Legal, and regional HR teams to resolve escalations and ensure timely candidate clearance. **Policy Governance & Systems Implementation** + Lead the development, harmonization, and governance of global HR policies, handbooks, and mandatory guidelines. + Partner with HRIS to configure country-specific validations, workflows, time-off rules, holiday calendars, and document retention requirements. + Ensure HR systems (e.g., Workday) support compliance requirements such as document retention, right-to-work tracking, training assignments, attestations, and required reporting. **IPO Readiness & HR Risk Controls** + Support HR's compliance readiness for IPO activities, including documentation standards, SOX-like controls, data governance, and audit preparation. + Create scalable compliance processes aligned with public-company expectations for accuracy, transparency, and documentation. + Prepare global evidence packs for audits that include region-specific documentation standards. + Collaborate with Legal, Finance, and Internal Audit to maintain comprehensive risk registers and remediation plans. **Government Reporting & Mandatory Filings** + Lead the preparation and submission of required HR reports and filings globally (e.g., EEO-1, VETS-4212, gender pay reporting, modern slavery reporting, GDPR documentation for HR, statutory workforce data exports). + Ensure data accuracy and timely submission of all government-mandated reports. + Maintain documentation and controls for audit readiness and regulatory reviews. **Compliance Analytics, Reporting & Insights** + Develop compliance dashboards, metrics, and risk indicators to provide visibility to HR and executive leadership. + Analyze global compliance gaps, trends, and root causes; recommend process and policy improvements. + Benchmark PCI's compliance programs against best practices in the life sciences and manufacturing industries. **Project Management & Change Delivery** + Lead HR compliance projects including new regulatory implementations, system enhancements, M&A integration, new market entry, and policy rollouts. + Drive organizational adoption through communications, training, and change management. + Document and standardize compliance processes to ensure global scalability and audit readiness. + Evaluate HR compliance risks during M&A due diligence and manage post-acquisition onboarding, system configuration, policy harmonization, and regulatory readiness for newly acquired sites. **Qualifications:** **Required** + Bachelor's degree in human resources, Business Administration, Legal Studies, or related field. + 8-10 years of experience in HR compliance, global employment law support, HR operations, or related functions within a multinational environment. + Strong knowledge of global employment regulations, work authorization, and HR policy governance. + Experience managing visa sponsorship and immigration programs. + Demonstrated experience implementing HR compliance requirements in systems such as Workday. + Strong analytical and reporting skills with the ability to interpret regulatory data and create actionable insights. + Excellent communication, organizational, and project management capabilities. + Proven ability to work cross-functionally and manage complex, multi-regional requirements in a fast-paced, high-growth environment. **Preferred** + Experience in highly regulated industries such as pharmaceuticals, biotech, or manufacturing. + Familiarity with IPO readiness activities or public-company HR compliance standards. + Certification such as PHR/SPHR, SHRM-CP/SCP, or immigration-related credentials. + Experience working with background screening vendors and adjudication guidelines. + Knowledge of global data protection regulations (e.g., GDPR, APEC frameworks). **Work Model & Travel Requirements** + Remote/hybrid depending on location. + Occasional international travel (up to 10%) to support compliance initiatives, audits, or site readiness activities. \#LI-EK1 Join us and be part of building the bridge between life changing therapies and patients. Let's talk future (***************** **Equal Employment Opportunity (EEO) Statement:** _PCI Pharma Services is an Equal Opportunity/Affirmative Action Employer. We do not unlawfully discriminate on the basis of race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, or any other protected status._ _At PCI, Equity and Inclusion are at the core of our company's purpose: Together, delivering life-changing therapies. We are committed to cultivating an inclusive workplace by holding ourselves accountable to the highest standards of understanding, fairness, respect, and equal opportunity - at every level. We envision a PCI community where everyone can belong and grow, and we strive to bring this vision to reality by continuously and intentionally assessing our people practices, policies and programs, marketing approach, and workplace culture._ Why work for PCI Pharma Services? At PCI, we have an uncompromising focus on providing quality and operational excellence and providing the industry leading customer experience. Our people make all of this happen, so providing an industry leading experience for our people is equally as important. By creating an authentic culture of purposeful work, we aspire to be an interesting and fulfilling place for talented individuals to grow careers. We live a philosophy of intentional learning combined with real-life experience supported by a fair and competitive rewards program. We are individuals, teams and a company that believes in our purpose and our approach is simple, the people who work at PCI fuel our business; we don't say no, we figure out how. PCI Pharma Services is an Equal Opportunity Employer/Vet/Disabled
$83k-128k yearly est. 20d ago
Senior Human Resources Manager
PL Developments Careers 4.6
Piedmont, SC jobs
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
$70k-104k yearly est. 8d ago
Director, Human Resources - Technical Services
Universal Orlando 4.0
Orlando, FL jobs
Provides strategic direction in human resources functions at Universal Orlando Resort, including but not limited to strategic planning, performance management, organizational development/effectiveness, engagement & culture, employee/labor relations, career development & growth. Defines and implements relationship interactions between management and staff to maximize productivity and Team Member experience. MAJOR RESPONSIBILITIES: * Provides guidance and direction to assigned areas on all matters related to engagement, culture and employee relations. Serves as a resource and liaison in area of responsibility interfacing with the T&C Core Team on issues such as discipline, recruiting, training, benefits, payroll and compensation. * Leads the assigned areas of Talent & Culture Business Partner team in implementing developed strategies, goals and actions to enhance Team Member experience & satisfaction while insuring that UO's policies and procedures and followed. Directs the delivery and monitoring of various T&C policies and programs while providing appropriate reporting/documentation. Assists the client group with ensuring positive leadership relationships with their team members. * Contributes to development and implementation of strategies that support UO T&C goals and programs for all Team Members (park hourly, non-exempt, exempt and executive). * Directs assigned area of HR Employee Relations team in the delivery of programs developed by the HR Core Team (i.e. HRP, 360, Team Member Recognition, Performance Evaluations, Compensation analysis, Benefits and timekeeping). * Serves as a Leader to the T&C Business Partner team guiding career growth. Executes and develops IDP's, maintaining strong communications and providing an environment where they can learn and grow. * Understand and actively participate in Environmental, Health & Safety responsibilities by following established UO policy, procedures, training and team member involvement activities. * Perform other duties as assigned. EDUCATION: * Bachelor's degree from a four-year college or university in Human Resources required. * Master's degree a plus. EXPERIENCE: * 10+ years of experience as a Human Resources Generalist required; * or equivalent combination of education and experience. ADDITIONAL INFORMATION: * Practices the service expectations linked to the UO service model Look-Focus-Act. Continuously scans the work environment by observing and listening to obtain information that addresses or anticipates the service needs of guests and fellow team members. Demonstrates active listening and effective questioning techniques, identifying options to satisfy the service needs of guests and team members. Based on the individual situations and desired results, selects the appropriate actions to efficiently meet or exceed the service expectation of guests or fellow team members. * Influences decisions of major nature. High degree of tact & diplomacy to obtain favorable decisions or maintain goodwill. Your talent, skills and experience will be rewarded with a competitive compensation package. Universal is not accepting unsolicited assistance from search firms for this employment opportunity. All resumes submitted by search firms to any employee at Universal Orlando via-email, the Internet or in any form and/or method without a valid written Statement of Work in place for this position from Universal Orlando HR/Recruitment will be deemed the sole property of Universal Orlando. No fee will be paid in the event the candidate is hired by Universal Orlando as a result of the referral or through other means. Universal Orlando Resort. Here you can. Universal Orlando is an equal opportunity employer. Universal elements and all related indicia TM & 2025 Universal Studios. All rights reserved. EOE
$78k-101k yearly est. 6d ago
Director, Human Resources - Technical Services
Universal Orlando 4.0
Orlando, FL jobs
Provides strategic direction in human resources functions at Universal Orlando Resort, including but not limited to strategic planning, performance management, organizational development/effectiveness, engagement & culture, employee/labor relations, career development & growth. Defines and implements relationship interactions between management and staff to maximize productivity and Team Member experience. MAJOR RESPONSIBILITIES: Provides guidance and direction to assigned areas on all matters related to engagement, culture and employee relations. Serves as a resource and liaison in area of responsibility interfacing with the T&C Core Team on issues such as discipline, recruiting, training, benefits, payroll and compensation. Leads the assigned areas of Talent & Culture Business Partner team in implementing developed strategies, goals and actions to enhance Team Member experience & satisfaction while insuring that UO's policies and procedures and followed. Directs the delivery and monitoring of various T&C policies and programs while providing appropriate reporting/documentation. Assists the client group with ensuring positive leadership relationships with their team members. Contributes to development and implementation of strategies that support UO T&C goals and programs for all Team Members (park hourly, non-exempt, exempt and executive). Directs assigned area of HR Employee Relations team in the delivery of programs developed by the HR Core Team (i.e. HRP, 360, Team Member Recognition, Performance Evaluations, Compensation analysis, Benefits and timekeeping). Serves as a Leader to the T&C Business Partner team guiding career growth. Executes and develops IDP's, maintaining strong communications and providing an environment where they can learn and grow. Understand and actively participate in Environmental, Health & Safety responsibilities by following established UO policy, procedures, training and team member involvement activities. Perform other duties as assigned. EDUCATION: Bachelor's degree from a four-year college or university in Human Resources required. Master's degree a plus. EXPERIENCE: 10+ years of experience as a Human Resources Generalist required; or equivalent combination of education and experience. ADDITIONAL INFORMATION: Practices the service expectations linked to the UO service model Look-Focus-Act. Continuously scans the work environment by observing and listening to obtain information that addresses or anticipates the service needs of guests and fellow team members. Demonstrates active listening and effective questioning techniques, identifying options to satisfy the service needs of guests and team members. Based on the individual situations and desired results, selects the appropriate actions to efficiently meet or exceed the service expectation of guests or fellow team members. Influences decisions of major nature. High degree of tact & diplomacy to obtain favorable decisions or maintain goodwill. Your talent, skills and experience will be rewarded with a competitive compensation package. Universal Orlando Resort. Here you can.
$78k-101k yearly est. 5d ago
Director, Human Resources - Technical Services
Universal Orlando 4.0
Orlando, FL jobs
Provides strategic direction in human resources functions at Universal Orlando Resort, including but not limited to strategic planning, performance management, organizational development/effectiveness, engagement & culture, employee/labor relations, career development & growth. Defines and implements relationship interactions between management and staff to maximize productivity and Team Member experience. MAJOR RESPONSIBILITIES: Provides guidance and direction to assigned areas on all matters related to engagement, culture and employee relations. Serves as a resource and liaison in area of responsibility interfacing with the T&C Core Team on issues such as discipline, recruiting, training, benefits, payroll and compensation. Leads the assigned areas of Talent & Culture Business Partner team in implementing developed strategies, goals and actions to enhance Team Member experience & satisfaction while insuring that UO's policies and procedures and followed. Directs the delivery and monitoring of various T&C policies and programs while providing appropriate reporting/documentation. Assists the client group with ensuring positive leadership relationships with their team members. Contributes to development and implementation of strategies that support UO T&C goals and programs for all Team Members (park hourly, non-exempt, exempt and executive). Directs assigned area of HR Employee Relations team in the delivery of programs developed by the HR Core Team (i.e. HRP, 360, Team Member Recognition, Performance Evaluations, Compensation analysis, Benefits and timekeeping). Serves as a Leader to the T&C Business Partner team guiding career growth. Executes and develops IDP's, maintaining strong communications and providing an environment where they can learn and grow. Understand and actively participate in Environmental, Health & Safety responsibilities by following established UO policy, procedures, training and team member involvement activities. Perform other duties as assigned. EDUCATION: Bachelor's degree from a four-year college or university in Human Resources required. Master's degree a plus. EXPERIENCE: 10+ years of experience as a Human Resources Generalist required; or equivalent combination of education and experience. ADDITIONAL INFORMATION: Practices the service expectations linked to the UO service model Look-Focus-Act. Continuously scans the work environment by observing and listening to obtain information that addresses or anticipates the service needs of guests and fellow team members. Demonstrates active listening and effective questioning techniques, identifying options to satisfy the service needs of guests and team members. Based on the individual situations and desired results, selects the appropriate actions to efficiently meet or exceed the service expectation of guests or fellow team members. Influences decisions of major nature. High degree of tact & diplomacy to obtain favorable decisions or maintain goodwill. Your talent, skills and experience will be rewarded with a competitive compensation package. Universal is not accepting unsolicited assistance from search firms for this employment opportunity. All resumes submitted by search firms to any employee at Universal Orlando via-email, the Internet or in any form and/or method without a valid written Statement of Work in place for this position from Universal Orlando HR/Recruitment will be deemed the sole property of Universal Orlando. No fee will be paid in the event the candidate is hired by Universal Orlando as a result of the referral or through other means. Universal Orlando Resort. Here you can. Universal Orlando is an equal opportunity employer. Universal elements and all related indicia TM & © 2025 Universal Studios. All rights reserved. EOE
$78k-101k yearly est. 6d ago
Director, Human Resources - UDX (Digital & Technology)
Universal Orlando 4.0
Orlando, FL jobs
As Director, Talent & Culture for Universal Destinations & Experiences, you will serve as a strategic advisor, capability builder, and experience creator, directly aligning talent and organizational strategies with business goals. This role partners closely with executive leadership to influence change, build critical capabilities, and drive a people-first culture through integrated talent solutions, organizational transformation, and cultural evolution. This role provides direct support to the UDX Digital & Technology Division as well as the NBCU Operations & Technology team that provides services to UDX. In this role you will enable and lead transformational HR/T&C initiatives across the organization-serving as a critical connector between business strategy, talent priorities, and change execution-ensuring enterprise-wide impact and sustainable value realization. Experienced leader with direct reports in a Human Resource Business Partner capacity required. MAJOR RESPONSIBILITIES: Strategic Business Partnership Serve with integrity as a trusted advisor to business leaders, understanding their strategies, operations, and financial drivers to inform HR actions. Align talent and workforce strategies with current and future business needs, ensuring workforce readiness and organizational agility. Influence business decisions through data-driven insights, leveraging talent intelligence, market trends, and workforce analytics. Transformation Leadership Support and manage the T&C/business transformation roadmap, ensuring alignment with broader business transformation goals and culture shifts. Oversee value realization, change management, and portfolio integration, ensuring measurable impact and adoption of transformation behaviors. Partner with Initiative Owners and Module Owners to drive cross-functional collaboration, resolve roadblocks, and deliver expected business outcomes. Change Leadership & Communication Lead enterprise-wide change management efforts, supporting cultural adoption of transformation behaviors and continuous improvement. Coordinate with Corporate Communications to develop and execute strategic communication plans that ensure alignment, engagement, and transparency across all levels of the organization. Work closely with TD to determine learning, training, and enablement strategies to support leader and team adoption of new ways of working. Talent Strategy & Capability Building Partner with business leaders and COEs to assess and close gaps in talent and leadership capability; build robust succession pipelines aligned with business priorities. Champion contemporary HR/T&C practices, including performance management, leadership development, and employee engagement. Promote and model inclusive leadership, ensuring diversity, equity, and belonging are embedded in all HR and business initiatives. Organizational Effectiveness Partner with business leaders and COEs to optimize organization design, team structures, and ways of working. Use diagnostic tools and employee feedback to shape high-impact solutions that improve effectiveness, performance, and engagement. Continuously challenge the status quo, bringing fresh, external perspectives to drive innovation in T&C practices. Understand and actively participate in Environmental, Health & Safety responsibilities by following established UDX policy, procedures, training, and team member involvement activities. Perform other duties as assigned. EDUCATION: Bachelor's degree in human resources, Business Administration, Organizational Development, or related field required; master's degree or HR certification (e.g., SHRM-CP or SCP) preferred. EXPERIENCE: 8+ years of progressive HR leadership experience, including significant experience as a strategic HR Business Partner. Prior experience supporting digital and technology clients and/or corporate functions, preferred. Proven ability to partner with diverse client groups, HR COE, and key business partners in a global matrix organization. ADDITIONAL INFORMATION: Strategic Advisor Deep business acumen; able to link people strategy to business performance. Trusted influencer and coach to senior leaders; persuasive communicator who drives action. Brings the voice of the Team Member into decision-making and culture-building. Capability Builder Assesses and strengthens organizational and leadership capability across functions. Supports the development of future-ready teams through learning, coaching, and talent programs. Develops HR solutions informed by data, contemporary practices, and workforce trends. Experience Creator Designs and delivers people-first strategies that foster an inclusive, high-performing culture. Creates experiences that engage, retain, and develop top talent at all levels. Champions authenticity, humility, integrity, and collaboration in every interaction. Proven success leading organizational transformation, cultural change, or enterprise-wide talent initiatives. Strong capability in change management, talent strategy, and business consulting. Experience using data analytics to shape T&C decisions and measure outcomes. Demonstrated ability to navigate complex, matrixed environments and influence without authority. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. Consistent attendance is a job requirement. Your talent, skills and experience will be rewarded with a competitive compensation package. Universal is not accepting unsolicited assistance from search firms for this employment opportunity. All resumes submitted by search firms to any employee at Universal Orlando via-email, the Internet or in any form and/or method without a valid written Statement of Work in place for this position from Universal Orlando HR/Recruitment will be deemed the sole property of Universal Orlando. No fee will be paid in the event the candidate is hired by Universal Orlando as a result of the referral or through other means. Universal Orlando Resort. Here you can. Universal Orlando is an equal opportunity employer. Universal elements and all related indicia TM & © 2025 Universal Studios. All rights reserved. EOE
$78k-101k yearly est. 6d ago
Human Resources Business Partner
Hemacare Corp 4.0
California jobs
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
$81k-123k yearly est. 9h ago
Vice President, Human Resources North America
Kerry 4.7
Beloit, WI jobs
Kerry is the world's leading taste and nutrition company for the food, beverage and pharmaceutical industries. Every day we partner with customers to create healthier, tastier and more sustainable products that are consumed by billions of people across the world. Our vision is to be our customers' most valued partner, creating a world of sustainable nutrition. A career with Kerry offers you an opportunity to shape the future of food while providing you opportunities to explore and grow in a truly global environment. About the role An integral member of the North America Executive Leadership team responsible for leading profitable and sustainable growth, the VR HR has specific accountability for shaping and executing plans to ensure the Region has the requisite leadership, talent pipeline, capabilities and culture required for successful execution of its ambitious and exciting growth strategy. The incumbent is responsible for building and leading a high-performing HR function that partners with leaders across the business for delivery of the above. As a member of the Global HRLT, the NA HR VP ensures North America priorities and requirements are addressed in the ongoing shaping and delivery of Groupwide HR priorities and actively leverages Global COEs and GBS for delivery of North America priorities. Key responsibilities Key Responsibilities & Deliverables + As an active member of the regional team, contribute to the ongoing development of the North America business growth plans, and delivery of articulated business priorities. + Bring expertise and insight into leadership, talent, organizational and reward priorities, and serve as a trusted business partner to the Regional CEO NA and executive leadership team within a large growth-focused organization that is mid-way through a significant transformation. + Achieve significant progress in addressing key talent pipeline management priorities; with a particular focus on ELT development, ELT succession and succession to prioritized leadership roles across the Region. + Accelerate development of key commercial and operations capabilities across the organization, achieving the right balance of build and buy strategies, to ensure the business is sustainably equipped with the requisite leadership and expert skills to unlock future growth potential + Continue the focus on culture change through a strong focus on change leadership and on the required leadership capabilities across the Region, with Kerry Senior Leadership Competencies embedded into habitual and visible leadership behavior; support this by ensuring these leadership competencies form the "red thread" that binds together all key people processes and integrates them with the business strategy and plans. + Ensure the North America organizational design builds and embeds required capabilities effectively and efficiently, is simple and transparent, and effectively leverages GBS and Global COEs for effective and efficient delivery. + Play a key role in enabling leaders to embed Kerry's Vision, Mission, Values and Purpose within the Region, ensuring leaders continue to take ownership of ensuring employees are fully engaged and retained. + Play a proactive role in current and future M&A activity, ensuring HR capability applied up-front in target selection, effective due diligence and seamless integration + Build, lead, coach and develop a highly engaged NA HR Leadership team for ongoing momentum in delivery of articulated priorities, script the next chapter of the business requirements of the team and ensure they are up for the journey - as a collective and as individuals. Maintain momentum on the existing focus on upgrading the quality of HR business partnering, ensuring GBS and COEs are fully leveraged for effective and efficient HR delivery. + As a member of the Global HRLT, ensure North America priorities and requirements are addressed in the ongoing shaping and delivery of Groupwide HR priorities, actively leverage Global COEs and GBS for delivery of North America priorities + Ensure North America compliance to the Group's Global Social Sustainability Standards, ensuring any gaps are transparent and documented, with plans are in place to address. Qualifications and skills + A minimum of 15 years' business leadership with a milti-site global organization known for the quality and business impact of its human resource practices + Possesses a highly developed mix of business leadership skills and human resource expertise. The ideal candidate will have led the regional human resource function in a complex, global business with diverse activities, and will be very familiar with HR practices in the US and ideally also Canada + A proven record of working as a highly commercial business partner with executive leadership and line managers + Demonstrated track record of achievement and results in a global matrix organization, through ability to engage and influence without necessarily having direct control, and ability to collaborate and build strong and meaningful cross-geography and cross-functional partnerships + Track record of effective leadership through significant organizational transformation - has played a leading role in business transformation in sizeable complex businesses + Has demonstrated ability to drive culture change in alignment with strategic direction, and alignment of leadership and talent agendas to chosen strategic direction + Previous experience working with a CEO/P&L leader and cross-functional leadership team in facilitating the development of a high-performing enterprise + Has championed an organization-wide talent agenda, and successfully led senior-level succession and development programs + Has played a lead role in shaping and embedding effective organization design to build required organizational capabilities + Experience of working with remuneration as a strategic enabler to drive change and transformation + Has ideally played a key role in successfully integrating acquired businesses + Previous experience and success in a general management or other P&L accountable role with a strong commercial focus would be advantageous. + A university degree is required; an advanced degree in business or a related field would be highly desirable + Proven familiarity working in a similarly sized, diverse business with a global footprint. + Blend of previous experience as both an HR business partner and within a centre of expertise (talent, organizational effectiveness, leadership development, learning, compensation/benefits) across the broader enterprise + 10 years + team leadership experience, and development of future HR talent The pay range for this position is $301,500 - $530,300 in Annual Salary. Kerry typically does not hire an individual at the top or near the top of the range, as we are a pay-for-performance company, and this range is set to continue to reward performance annually while in role. Compensation decisions are dependent on the facts and circumstances of each case. The specific compensation offered to a candidate within the above range may be influenced by a variety of factors including skills, qualifications, experience, and internal equity. In addition, this position is also eligible to earn a performance-based incentive compensation. Kerry offers a competitive benefits package, including medical, dental, vision, paid time off, a 401(k) plan with employee and company contribution opportunities, Employee Share Plan, Life, disability, and accident insurance, and tuition reimbursement. This job posting is anticipated to expire on 02/01/2026. Equal Opportunity Kerry is an equal opportunity employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age disability, protected veteran status or other characteristics protected by law. Kerry will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditional upon the successful completion of a background investigation and drug screen. Additional information can be found at Know Your Rights Workplace Discrimination is Illegal (dol.gov). Beware of scams online or from individuals claiming to represent us. A Kerry employee will not solicit candidates through a non-Kerry email address or phone number. In addition, Kerry does not currently utilise video chat rooms (e.g., Google Hangouts) to conduct interviews. Refuse any request that asks you to provide payment to participate in the hiring process (e.g., purchasing a "starter kit," investing in training, or something similar). Kerry will not ask you to pay any money at any point in the hiring process with the exception of reimbursable travel expenses. In addition, any payments made by Kerry will be from official firm accounts bearing the Kerry name.
$150k-234k yearly est. 12d ago
HR Workday Consultant
Elanco 4.9
Indianapolis, IN jobs
At Elanco (NYSE: ELAN) - it all starts with animals! As a global leader in animal health, we are dedicated to innovation and delivering products and services to prevent and treat disease in farm animals and pets. At Elanco, we are driven by our vision of Food and Companionship Enriching Life and our purpose - all to Go Beyond for Animals, Customers, Society and Our People. At Elanco, we pride ourselves on fostering a diverse and inclusive work environment. We believe that diversity is the driving force behind innovation, creativity, and overall business success. Here, you'll be part of a company that values and champions new ways of thinking, work with dynamic individuals, and acquire new skills and experiences that will propel your career to new heights. Making animals' lives better makes life better - join our team today! Your Role: This role will support and maintain the Global Human Resource Information System, Workday and is responsible for the development and the maintenance of Workday Security, Reports, Dashboards and Scorecards. In addition to Workday Reporting and Security, this role will assist with our SOX audits. Workday modules supported include HCM, Absence, Benefits, Compensation, Recruiting, Talent, Time Tracking, and other modules as may be required. Your Responsibilities: Reporting/Analytics Design, develop, configure, and test complex Workday reports (advanced, matrix, composite, BIRT) utilizing Workday Report Writer, Report Designer, Prism, and People Analytics, as well as other tools Utilize Workday capabilities like Data Sources, Discovery Boards, Worksheets, Dashboards and report scheduling to create automated and scalable reporting solutions Review system upgrades/releases to determine overall business impact, conduct regression testing and make recommendations for future enhancements/functionality Perform reporting audits to ensure accuracy and compliance Provide support, including researching, resolving reporting issues, and supporting training initiatives within Workday This role has responsibility for the administration and improvement of the Workday reporting processes and is responsible for understanding the company's Workday data in an effort to translate business requirements into understandable and user friendly reports and dashboards Collaborates with stakeholders and the Centers of Excellence (COE) assessing analytic and reporting needs Leads projects as defined by leadership, including but not limited to leading meetings, providing regular project updates, and adhering to project deadlines Maintains awareness on applicable Workday updates and trends, including evaluation and system testing for Workday releases, and focus on product and service development of key technologies Support SOX audits using custom and delivered Workday reports Security Implements security requirements, design, configuration, workflow, testing training, auditing, implementation and administration of Workday basic and advanced security Performs hands-on security group, domain and user security configurations in Workday Problem solves and troubleshoots issues relating to Security Configuration Participates in upgrades and provides ongoing support of Workday Security activities Develops and executes test plans based on security requirements, tracking defects and fixes to resolution Performs security impact analysis for change request and Workday release upgrades Assists with configuration and testing of Workday security, audits and maintains existing security structure Recommends best security practices and provides sound solutions to support end to end business processes Acts as an active member for the Workday community - staying ahead of Workday security updates, fixes and resolutions Leads collaborative efforts across a broad range of business partners, stakeholders and external partners resources What You Need to Succeed (Minimum Qualifications): Education: Bachelors Degree or High School Diploma/GED with relevant experience. Required Experience: Minimum 3 years demonstrated Workday experience and/or HR Experience Experience with a global organization Experience with Workday Security, Reporting, Dashboard and Calculated Fields is required. What Will Give You the Competitive Edge (Preferred Qualifications): Demonstrated ability to work effectively and collaboratively with various business partnerships, regions, and cultures, and to promote effective collaboration between them. Strong analytic and diagnostic skills as well as a data-driven and metrics-driven approach. Ability to design, develop, implement, and maintain processes based on industry best practices. Demonstrated ability to influence and work effectively and collaboratively with various business partnerships, regions, and cultures, and to promote effective collaboration between them. Strong organizational, interpersonal, and communication skills (verbal and written). Discipline to work with highly confidential information and ability to critically analyze data input/output for accuracy and effectiveness. Additional Information: Location: Indianapolis, IN Global HQ (Hybrid Environment) Travel: Minimal Don't meet every single requirement? Studies have shown underrecognized groups are less likely to apply to jobs unless they meet every single qualification. At Elanco we are dedicated to building a diverse and inclusive work environment. If you think you might be a good fit for a role but don't necessarily meet every requirement, we encourage you to apply. You may be the right candidate for this role or other roles! Elanco Benefits and Perks We offer a comprehensive benefits package focusing on financial, physical, and mental well-being while encouraging our employees to pursue our purpose! Some highlights include: Multiple relocation packages Two week-long shutdowns (mid-summer and year-end) in the US (in addition to PTO) 8-week parental leave 9 Employee Resource Groups Annual bonus offering Flexible work arrangements Up to 6% 401K matching Elanco is an EEO/Affirmative Action Employer and does not discriminate on the basis of age, race, color, religion, gender, sexual orientation, gender identity, gender expression, national origin, protected veteran status, disability or any other legally protected status
$81k-101k yearly est. Auto-Apply 5d ago
Director of Human Resources
Neighborhood Health Center 3.9
Buffalo, NY jobs
If you believe healthcare is a right, that everyone deserves high quality care so they can enjoy their highest level of health and wellbeing, and you value each person's individual story - consider joining us at Neighborhood! As the director of HR you'll implement strategies and play a key role in building a positive and productive work environment for everyone who works at Neighborhood. About the Role: In this role, you'll report to the VP of Human Resources and lead a team of HR specialists. You'll use your skills and experience to identify, encourage and develop the skills and talents of your team. You'll build relationships with staff throughout the organization, and be a critical thinker and problem solver as you coach and develop managers. You'll manage projects in developing, documenting, training and supporting teams in the implementation of new workflows. Responsibilities include: Provides leadership to departmental staff Manages and implements HR strategies Advises management to resolve employee issues Develops and manages the performance evaluation process and leave of absence. You will be primarily based at our Northwest location, 155 Lawn Ave, Buffalo, but will regularly work scheduled time at other sites. What it's Like to Work at Neighborhood: The top three words employees say describe the work environment are: teamwork, supportive, kind. These are from an anonymous survey of Neighborhood employees for the Buffalo Business First Best Places to Work competition. Neighborhood has earned “finalist” distinction in the competition the last four years. We are a group of flexible and kind individuals who are open to each other's ideas, and see opportunities to innovate and find solutions when challenges arise. Education and Skills to be a Human Resources Manager: Bachelor's degree in Human Resources or related field 3+ years experience in Human Resources management Healthcare experience preferred Thorough knowledge of employment related laws and regulations Kindness; you treat each person with respect and compassion, valuing each person's story Resiliency; you see opportunities to innovate and find solutions when challenges arise Teamwork; you are open to others' unique perspectives, and will collaborate to meet shared goals What We Offer: Compensation: $101,000 - 108,000 annual salary (based on a full time, 40 hour work week) Individual compensation is based on various factors unique to each candidate, including skill set, experience, qualifications, and other position related components. Benefits: You'll have options for medical, dental, life, and supplemental insurance. We also offer a 403b match, health savings accounts with employer contribution, wellbeing programs, continuing education opportunities, generous paid time off, holidays. About Neighborhood: Neighborhood Health Center is the largest and longest serving Federally Qualified Health Center in Western New York, and is the highest ranked health center for quality in the region. We provide primary and integrated healthcare services all under one roof, regardless of a person's ability to pay. Services include internal/family medicine, pediatrics, OB-GYN, dentistry, podiatry, psychiatry, vision care, nutrition and behavioral health counseling, and pharmacy services. We're working toward a Western New York where all enjoy their highest level of health and wellbeing. Neighborhood Health Center is an equal opportunity employer.
$101k-108k yearly 60d+ ago
HR People Partner
Electrolux 4.3
Charlotte, NC jobs
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.
$63k-91k yearly est. Auto-Apply 25d ago
Human Resources Business Partner
St. Johns Community Health 3.5
Los Angeles, CA jobs
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
$78k-116k yearly est. 11d ago
Human Resources Business Partner
VHC Health 4.4
Arlington, VA jobs
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.
$73k-107k yearly est. 6d ago
Human Resources Business Partner
VHC Health 4.4
Arlington, VA jobs
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.
$73k-107k yearly est. Auto-Apply 60d+ ago
Director Compensation Benefits and HR Operations US
Lundbeck 4.9
Illinois jobs
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: $170,000 - $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.
$74k-107k yearly est. 46d ago
Director Compensation Benefits and HR Operations US
Lundbeck 4.9
Deerfield, IL jobs
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+ yearsdemonstrated 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: $170,000 - $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 theU.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 theU.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 inE-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.
$74k-109k yearly est. 51d ago
Human Resources Director
STEL 3.5
Dunkirk, NY jobs
SOUTHERN TIER ENVIRONMENTS FOR LIVING, INC. Employment Opportunity STEL, Inc. is the leading provider of mental health residential rehabilitation and support in the Chautauqua-Allegheny region. We seek caring, empathetic, and energetic individuals to join our team of professionals in supporting our mission to help people recover from mental illness. APPLY TODAY! Job Title: Human Resource Director Department: Administration Reports to: Executive Director / Chief Executive Officer Location: Dunkirk, NY FLSA Status: Exempt Employment Type: Full-time Organization Overview: Southern Tier Environments for Living, Inc. (STEL, Inc.) is a non-profit organization dedicated to providing safe, supportive housing and mental health services to individuals with psychiatric disabilities and other challenges. Our mission is to empower individuals to achieve stability, wellness, and independence within a community of dignity and respect. Position Summary: The Human Resource Director provides strategic leadership and operational management of the agency's human resource functions. This includes recruitment, onboarding, compliance, employee relations, performance management, compensation and benefits, staff development, DEI initiatives, and organizational culture. The HR Director ensures that all HR practices support the mission, values, and goals of a trauma-informed, recovery-oriented, and person-centered organization. Key Responsibilities: Strategic Leadership & Compliance: Develop and implement HR strategies aligned with organizational goals and mission. Ensure compliance with federal, state, and local employment laws, including FMLA, ADA, EEOC, OSHA, and labor regulations. Serve as a key advisor to leadership on organizational structure, workforce planning, and policy development. Recruitment & Talent Management: Oversee recruitment, hiring, and onboarding processes to attract and retain qualified staff. Promote inclusive and equitable hiring practices. Collaborate with program managers to assess staffing needs and talent pipelines. Employee Relations & Engagement: Foster a culture of collaboration, respect, accountability, and inclusion. Provide coaching and support to supervisors and staff to address workplace issues, performance concerns, and conflict resolution. Lead internal investigations and manage disciplinary actions when necessary. Compensation & Benefits Administration: Manage compensation systems and ensure internal equity and external competitiveness. Oversee benefits administration, including health insurance, leave policies, and wellness programs. Evaluate benefits offerings and negotiate with vendors as needed. Training & Staff Development: Identify training needs and collaborate with other Directors to develop programs, including DEI and trauma-informed care training. Support professional growth, retention, and succession planning across departments. HR Operations & Systems: Maintain and oversee personnel records in accordance with confidentiality and data protection standards. Ensure accurate payroll processing in coordination with the Finance department. Generate HR metrics and reports for executive leadership and the board as requested. Qualifications: Required: Bachelor's degree in Human Resources, Business Administration, or related field. Minimum of 7 years of progressive HR experience, including 3+ years in a leadership role. Demonstrated knowledge of employment law and HR best practices. Commitment to equity, diversity, and trauma-informed practices. Preferred: Master's degree in Human Resources, Public Administration, or related field. HR Certification (e.g., SHRM-SCP, SPHR). Familiarity with mental health services, supportive housing, or similar fields. Key Competencies: Strong interpersonal and communication skills. Strategic thinker with hands-on implementation skills. Ability to work collaboratively across departments and levels. Sensitivity to the needs of a diverse, multicultural workforce. Conflict resolution, negotiation, and coaching skills. Salary & Benefits: Salary commensurate with experience and excellent full-time benefits package including medical, dental, vision, Sec. 125 plan, retirement plan, employee assistance plan, and more. We are a Public Service Loan Forgiveness Program (PSLF) Employer. To Apply: Please submit a resume and cover letter to Thomas J. Whitney, Executive Director. All applications will be accepted on a rolling basis until the position is filled. APPLY TO: Thomas J. Whitney Executive Director STEL, Inc. 715 Central Avenue Dunkirk, NY 14048 ************** *****************
$90k-146k yearly est. Easy Apply 60d+ ago
Director, HRIS and HR Operations
Endo Pharmaceuticals Inc. 4.7
Hazelwood, MO jobs
Why Us? At Par Health, we believe great healthcare is built on getting the essentials right. We're looking for passionate, talented individuals who share our commitment to improving lives. With 4,000+ team members worldwide, we lead with pride and purpose-prioritizing quality and safety while fostering a culture of continuous improvement, accountability, and teamwork. Elevating the Essentials isn't just our tagline, it's the higher standard we live by every day. Summary The Director, HRIS and HR Operations role supports critical activities and initiatives within the Human Resources function to ensure alignment with business needs, efficient workflows and accurate data. This position is a strategic leadership role and a crucial link between HR and IT and other business units, using data and technology to drive operational effectiveness to support organizational goals. This role will report to the Chief Administration Officer (CAO) and is expected to both initiate and support operational and strategic initiatives in close partnership with the HR Leadership Team, key stakeholders across the HR department and internal business partners, as well as engagement with external consultants as required. Job Description Essential Functions Develop and execute the overall HR Operations and HRIS strategy, ensuring alignment with the organization's goals and objectives. Ensures data management for accuracy and integrity of employee data within HRIS. Ensure the security, integrity, privacy, and accuracy of all employee data through regular audits and robust governance protocols. Leads the HRIS team and HR Operations team in day-to-day administrative tasks. Drive continuous improvement initiatives to streamline administrative processes, eliminate redundancies, and enhance the overall employee experience. Generate and analyze HR metrics and reports to support strategic decision-making. Use data analytics to identify trends and opportunities for improvement. Enforce and maintain HR policies and procedures to ensure compliance with labor laws and data protection regulations. Develop and document efficient HR workflows and business processes to improve HR operations. Partner closely with HRBPs, Talent, Payroll, and IT to ensure seamless operational execution and an integrated HR technology environment Manage relationships with HR Technology vendors; oversee contract, renewals, SLA's and performance. Identify cross-functional stakeholders of projects and processes and proactively identify implications on their processes, policies, and work as a result of these projects Partner closely with HR leadership to ensure HR systems and operations evolve in support of business and people strategies. The above is intended to describe the general nature and level of work being performed by employees assigned to this role. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position. Minimum Requirements Education / Experience / Skills: Education: Bachelor's degree in HR or Information Systems Technology or related discipline required. Master's Preferred 10 years experience working with HRIS systems and 3 managing an HRIS team 3 years leadership experience in Human Resources Operations preferred 5 years experience in Human Resources Business Partnering role in the pharmaceutical industry preferred Experience with Workday HCM, Advanced Compensation, Benefits Security and Reporting modules Able to effectively partner with IT and non-technical customers to understand user needs and translate needs into technical process and configuration requirements. Strong leadership, management and team building skills to effectively lead cross functional project teams. Thorough understanding of and experience with the system development life cycle. Knowledge of both theoretical and practical aspects of project management. Strong problem solving/analytical skills with attention to detail and a high level of accuracy. Able to work in a dynamic organization by balancing multiple priorities. Able to work both independently and with cross-functional teams using good judgment. Proficient in Excel and managing data. Good verbal and written communication skills. Effective presentation skills for communicating the strategic story behind HR data. Expert at influencing without authority and navigating complex stakeholder environment and driving for results Organizational Relationship/Scope: This position works with and has visibility to business functional leaders and as well as collaborating with other HR members within the organization. Working Conditions: Normal office environment working conditions and the ability to travel about 10%. EEO Statement: We comply with all applicable federal, state, and local laws prohibiting discrimination and harassment, and provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, veteran status, or genetic information, or any other classification protected by federal, state or local law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.
$91k-127k yearly est. Auto-Apply 12d ago
Associate Director, Human Resources
Incyte 4.8
Wilmington, DE jobs
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.
$131k-174k yearly est. 24d ago
Commercial Director of Human Resources, North America
Kerry 4.7
Beloit, WI jobs
In careers from manufacturing to food science, Kerry's 19,000+ people are shaping the future of food by helping to nourish and delight consumers worldwide. Kerry is the world's leading taste and nutrition company for the food, beverage and pharmaceutical industries. Every day we partner with customers to create healthier, tastier and more sustainable products that are consumed by billions of people across the world. Our vision is to be our customers' most valued partner, creating a world of sustainable nutrition. A career with Kerry offers you an opportunity to shape the future of food while providing you with opportunities to explore and grow in a truly global environment. About the role The Commercial Human Resources Director for North America will Partner with and coach business leaders to shape and execute organizational effectiveness and talent management priorities that directly support business growth, profitability and competitive advantage. The HR Director will be an integral member of the North America Commercial Leadership team responsible for leading profitable and sustainable growth. This individual will have specific accountability for shaping and executing plans to ensure the North America Commercial Function has the requisite leadership, talent pipeline, capabilities and culture required for successful execution of its ambitious and exciting growth strategy. The ideal candidate for HR Director will be someone who thrives in a fast-paced enviornment, can manage ambiguity and collaborates across Kerry's global Centers of Expertise and Global Business Services groups to ensure seamless delivery of agreed HR priorities. This individual plays a critical leadership role, driving strategic HR initiatives and aligning HR practices with business objectives to maximize commercial performance. Serving as a trusted advisor to senior leadership and a critical partner on the HR Leadership Team, the HR Director provides expert guidance on organizational effectiveness, organizational design, talent management, employee engagement and change management. This role acts as a key influencer, ensuring HR strategies support sustainable business growth, performance, and culture. This role is hybrid requiring a minimum of 3 days on site at our Beloit Wisconin headquarters with key customers, stakeholders & the HR leadership team. Key responsibilities Organisational Effectiveness + Shape & drive organisational effectiveness priorities aligned to business growth strategy + Lead execution of organisational effectiveness priorities and initiatives in line with business strategy and plans that improve productivity, reduce costs and enhance agility in response to market changes + Responsible for the people and organisation-design related aspects of change programmes - govern change initiatives to ensure people and organisational design aspects deliver commercial results. + Monitor and interpret key indicators of organisational effectiveness, (e.g. attrition, engagement) and ensure plans are in place to course-correct as needed + Coach & partner with business leaders on their role in leading organisational effectiveness for revenue growth and market leadership Talent Management + Shape & drive talent management priorities that build critical capabilities aligned to business growth strategy + Shape strategic talent and capability needs of the business, advise / coach leaders on leveraging relevant Talent Pipelining solutions for business growth / ensure delivery against key organisational 'Talent' priorities. + Lead core people and talent processes e.g., Talent & Succession planning, Career Development, High Potentials, and supporting internal talent mobility. + Partner with COEs to ensure individual and collective learning and leadership development solutions meet business requirements; coach leaders in improving leadership and management effectiveness, + Specify strategic resourcing requirements, work with leaders to validate open roles, coaching and challenging where necessary on requirements for new or replacement roles. + Input to assessment and selection process for critical / key leadership roles (with focus being Level D and critical roles at Level E, as agreed) Reward + Leverage Reward Programs to drive business performance and employee engagement + Partner with Reward COE on appropriate solutions to address business need + Consult, partner, coach Business Leaders re Total Reward decisions + Provide business insights to influence Reward COE strategy + Work with Reward COE on comp packages for Senior Leader & critical roles + Support leaders with the annual pay planning process Employee Support + Provide subject matter expertise in addressing complex Employee Relations issues in line with our service delivery model + Proactive management of Employee Relations as part of our Employee Engagement agenda; ensuring compliance to standards and use of data to develop action plans to remediate issues in a timely manner Employee Experience + Onboarding of senior leaders and critical roles + Coach & Support People Leaders on the creation & execution of our Voice & Engagement Plans Qualifications and skills + Bachelor's degree in Human Resources, Business Administration, or related field + 10+ years of progressive HR experience, including at least 5 years in an HR Business Partner leadership role. + Possesses a highly developed mix of business leadership skills and human resource expertise. The ideal candidate will have led the regional commercial human resource function in a complex, global business with diverse activities, and will be very familiar with HR practices in the US and ideally also Canada + Proven track record of partnering with senior executives in a matrixed or global organization. + Strong knowledge of Organisational Effectiveness and Talent Management practices. + Demonstrated experience in change management, leadership coaching, and organizational design. + Excellent communication, influence, and stakeholder management skills. + Strong analytical mindset with the ability to interpret HR metrics and data to inform decisions. + Comfortable working in fast-paced, dynamic environments. + HR Certification preferred. + Global HR experience or exposure to international business environments preferred. The pay range for this position is 177,000 - 310,000 in Annual Salary. Kerry typically does not hire an individual at the top or near the top of the range, as we are a pay-for-performance company, and this range is set to continue to reward performance annually while in role. Compensation decisions are dependent on the facts and circumstances of each case. The specific compensation offered to a candidate within the above range may be influenced by a variety of factors including skills, qualifications, experience, internal equity, and Location. In addition, this position is also eligible to earn a performance-based incentive compensation. Kerry offers a competitive benefits package, including medical, dental, vision, paid time off, a 401(k) plan with employee and company contribution opportunities, Employee Share Plan, Life, disability, and accident insurance, and tuition reimbursement. This job posting is anticipated to expire on 12/08/2025 Kerry is an equal opportunity employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age disability, protected veteran status or other characteristics protected by law. Kerry will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditional upon the successful completion of a background investigation and drug screen. Additional information can be found at Know Your Rights Workplace Discrimination is Illegal (dol.gov). Beware of scams online or from individuals claiming to represent us. A Kerry employee will not solicit candidates through a non-Kerry email address or phone number. In addition, Kerry does not currently utilise video chat rooms (e.g., Google Hangouts) to conduct interviews. Refuse any request that asks you to provide payment to participate in the hiring process (e.g., purchasing a "starter kit," investing in training, or something similar). Kerry will not ask you to pay any money at any point in the hiring process with the exception of reimbursable travel expenses. In addition, any payments made by Kerry will be from official firm accounts bearing the Kerry name.
$63k-87k yearly est. 51d ago