Cipla is a leading global pharmaceutical company, dedicated to high-quality, branded and generic medicines. We are trusted by healthcare professionals and patients across geographies. Over the last eight decades, we have strengthened our leadership in India’s pharmaceutical industry and fortified our promise of strengthening our global focus by consolidating and deepening our presence in the key markets of India, South Africa, the U.S., and other economies of the emerging world. The company believes that our biggest assets are the employees, who lead us to prosperity and growth in the future. Driven by the vision, none shall be denied, Cipla’s focus has always been on making affordable, world-class medicines with a reputation for uncompromising quality standards across the world.
CIPLA NEW YORK (INVAGEN PHARMACEUTICALS, INC.
InvaGen Pharmaceuticals, a Cipla subsidiary InvaGen Pharmaceuticals, Inc. is engaged in the development, manufacture, marketing, and distribution of generic prescription medicines with focus on a range of therapeutic areas, including cardiovascular, anti-infective, CNS, anti-inflammatory, anti-diabetic, and anti-depressants. The company was founded in 2003 and is based in Hauppauge, New York. As of February 18, 2016, InvaGen Pharmaceuticals, Inc. operates as a subsidiary of Cipla (EU) Limited.
JOB DESCRIPTION
Scope
The content and statements documented in this job description are designed to describe the general nature and level of work as well as provide a basic understanding of the role, responsibilities, and expectations of the person assigned to perform the job. This job description is not designed to provide an exact or exhaustive list of all job duties, tasks, skills, and qualifications. The intent of this job description is to be representative of the knowledge, skills, and abilities needed to satisfactorily perform the essential functions of the position satisfactorily and in accordance with the established performance expectations.
Purpose of the Job
The purpose of this position is to serve as an HR Business Partner and member of the Human Resources (HR), Security and Site Services Team for the InvaGen Pharmaceuticals, Inc. business within the Cipla U.S. Generics organization. This position is a salaried exempt, mid-to-senior level individual contributor role reporting to the Head of HR. As an experienced generalist, the HRBP provides advanced-level HR expertise to the organization and may carry the designation of “Senior” depending on an assessment of the incumbent’s qualifications. This role is typically assigned client relations responsibilities and leads (or supports) the implementation and interpretation of applicable HR policies, procedures, practices, and programs in alignment with business operations, needs, objectives, and priorities.
The incumbent in this role represents the Company by partnering and influencing functional managers and supervisors on decision making related to the mutual understanding and completion of various HR activities to include but not limited to employee relations, staffing and talent management, compensation and benefits, training and development, equal employment opportunity (EEO) and affirmative action, and HR information systems and data. This role is designed to support a variety of routine and specialized HR work, organizational projects and initiatives. Bilingual English and Spanish communication skills (interpretation and translation) are important capabilities and preferred for this role. This role will also be required to collaborate and provide support to the regional North America HR leadership team by way of certain routine tasks and duties, special projects and initiatives, and/or other work as needed and assigned.
KEY ACOUNTABILITIES and CLUSTERS OF MAJOR WORK ACTIVITIES and TASKS
HR Business Partner and Client/Employee Relations
Provide all HR services to assigned client group(s) in alignment with the HR and organizational strategy, business and operational priorities, and financial objectives.
Implement HR policies at an advanced level of technical and functional expertise as an experienced generalist by partnering with business operations to ensure a complete understanding of business needs and objectives and resolves HR issues.
Interpret and resolve matters to include but not limited to employee relations, compensation and benefits, training and organizational development, staffing and talent management, HR and workforce policies.
Coach and counsel employees and all levels of management in employee or management issued guided by the Company’s policy and employment/labor law regulations.
Perform investigations, obtain facts and details, and resolve matters concerning employee/management inquires and employee suggestions and/or complaints.
Coordinate employee transfers, conduct exit interviews, and provide recommendations for corrective actions and/or improving employee relations issues.
Assist and advise management in the formal discipline up to and including termination of employees.
Ensure compliance with Company policies and guidelines, and applicable laws and regulations at the federal, state, and local levels.
Employee Training and Organizational Development
Provide coaching and training to employees and managers on identified development needs and skills improvements to increase performance and effectiveness in their assignments.
Assess critical business issues and designs organization development and strategic plans to enhance company performance.
Advise and facilitates the design and implementation of organizational structuring, team design efforts, and the implementation of interventions to enhance manager effectiveness, employee performance, and overall operational productivity.
Design and deliver training programs to all employees.
Evaluate and/or oversee contractors or vendors to develop and/or administer training programs.
Keeps abreast of training and organizational development research, methods, techniques, and best practices.
Compensation, HRIS, and Benefits Administration
Perform analysis and provide recommendations on compensation matters to include but not limited to salary offers, internal equity, bonuses and variable pay, and any other related compensation-related actions.
Compile HR data and metrics and assist with drafting reports and other documentation for submission to management and the HR staff.
Make recommendations for policy improvements and organizational practices based on data analysis.
Use the HRIS System to input data, process personnel transactions, and perform other HRIS and data management duties as needed and required.
Provide guide and explanations to all employees and managers on Company-sponsored/provided benefits to include but not limited health insurance, leaves of absences (LOA), disability insurance, savings plan, accommodations, and other benefits.
Maintain knowledge and awareness of applicable LOA and accommodation laws including the FMLA, ADA, and state and local laws.
Interface with external benefits administrators and service provides such as ADP, Cigna, Vanguard, HealthEquity WageWorks etc.
Liaison with the Company’s LOA Administrators to review and make determinations on employee LOA cases.
Work with managers on reasonable accommodation efforts and decisions from start of LOA to return-to-work (RTW).
Address attendance and LOA policy violations by advising management on recommendations for discipline or other corrective actions up to and including termination of employees.
Preserve confidentiality of employee medical documentation and files.
Identify trends and opportunities to improve attendance, LOA issues, and related matters.
Staffing and Talent Management
Review resumes, and disposition job applicants for direct hire, temporary hire, and seasonal hire roles against job requirements.
Conduct interviews and provide input on selection decisions for available career opportunities and positions to include salary recommendations and placement.
Evaluate employment factors such as experience, education and training, skills, knowledge, and abilities (KSAs), and other physical and personal qualifications, and other data pertinent to the referral, classification and selection of candidates for jobs.
Assess staffing requirements and devise a plan with management to fill open roles.
Partner and collaborate with external staffing agencies, where needed, to fill job openings.
HR Leadership, Specialist Projects and Initiatives
Serve as a back-up to the Head of HR to include oversight of the HR, Security & Site Services Team when needed.
Lead assigned special projects to include but not limited to HR initiatives, programs, and systems implementations; business and operational improvements and enhancements; and/or external projects with outside agencies, community and business partners.
MINIMUM QUALIFCATIONS
Required Education, Experience, and Skills
Bachelor’s degree in Human Resources or related field of study from an accredited institution.
Master’s degree in Human Resources or related field of study preferred.
Active SHRM-CP, SHRM-SCP, PHR, or SPHR certification is preferred.
Minimum of seven (7) years of relevant HR, training, and talent development experience.
Experience working in a manufacturing or research and development (R&D) facility.
Knowledge of local, state, and federal employment and labor laws and regulations.
Proficient user of SAP SuccessFactors HCM, Concur Expense Reporting, and/or other related business systems.
Proficient user of Microsoft Office Tools to include Word, Excel, PowerPoint, Visio, Outlook, Teams Meeting, etc.
Behavioral and Leadership Competencies
Build strong working relationships and the ability to manage expectations of assign client group(s) through expertise and credibility, open communications, effective partnership and consultation, visibility, trust and confidence, facilitation, and collaboration.
Must maintain a working understanding of the organizational culture, business strategy and priorities, financial targets and budgets, and industry and competitive knowledge.
Must be able to work well with international cultures and diverse team members.
Able to partner, facilitate, and collaborate with employees and managers across the organization.
Must be able to adapt to change and ambiguity.
Must be proactive and take initiative to ensure the completion of quality staff work.
Must be able to work under general supervision with an orientation towards both tactical and strategic execution.
Must be able to work independently in a team environment and influence from the shop-floor operational level to senior/executive leadership level.
Must have a strong coherent command of the English language, written and verbal.
Must possess excellent presentation skills, strong documentation and technical writing skills, and able to apply relevant scientific principles and practices.
Must be able to communicate both technical and non-technical information clearly and concisely across all levels of the organization from executive leadership suite to employees working on the shop floor. This includes safety training, briefings and conducting meetings.
Must exercise appropriate professional judgment on matters of significance and use logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problem solving.
Must be able to effectively compile, analyze, and report data in a business context with attention to detail, understanding trends, and developing recommendations based on the data analysis.
Physical Requirements and Other Job Requirements:
Must meet the employment verification and authorization requirements to work in the United States.
Must be willing to reside/live in the local Long Island (NY) area and within a reasonable commute of the business.
Able to lift 15 pounds with or without assistance.
Able to frequently stand, bend, walk, sit, climb, balance, stoop or crouch, kneel, reach, push, pull, grasp, feel, talk, write, type, listen and hear.
Must be able to work some weekends and extended hours based on as needed and required.
Must be willing to work any shift or site as required.
Must be able to travel domestically and internationally as needed (less than 20%).
Able to be able to wear personal protective equipment (PPE) such as hard hat, hair net, safety shoes, glasses, lab coat, and other PPE as required.
Relocation negotiable.
No remote work available
Preferred Qualifications
Proficient bilingual English and Spanish interpretation (verbal) and translation (written) communication skills.
At least three (3) years of functional management and/or supervisory experience of exempt and non-exempt team members.
Pharmaceutical manufacturing experience is highly preferred.
Experience managing department budgets and other financial expenditures.
EEO STATEMENT
Cipla is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, age, sex, sexual orientation, gender identity, religion, national origin, genetic information, disability, or protected veteran status.
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