ExecuNet Hiring for Sr Director HR at Irwin, Pennsylvania Full Time

Job Summary

The Sr Human Resources Director serves as a key business partner, and trusted advisor, within Global Supply Chain & Operations specifically partnering with the SVP, Global Manufacturing & VP, Global Engineering and supporting those leaders’ respective teams. This role will partner with those senior leaders, support their global leadership teams, working to maximize achievement of short- and long-term business goals. This position will report to the VP HR, Global Supply Chain Operations and Quality & Regulatory Affairs.

The HRBP also supports the HR service delivery model by collaborating with other HRBPs, HR Centers of Expertise (COE) to ensure effective execution of programs and initiatives in talent acquisition, diversity and inclusion, performance management, talent management and development, total rewards and training.

The Sr Human Resources Director serves as a key business partner, and trusted advisor, within Global Supply Chain & Operations specifically partnering with the SVP, Global Manufacturing & VP, Global Engineering and supporting those leaders’ respective teams. This role will partner with those senior leaders, support their global leadership teams, working to maximize achievement of short- and long-term business goals. This position will report to the VP HR, Global Supply Chain Operations and Quality & Regulatory Affairs. The HRBP also supports the HR service delivery model by collaborating with other HRBPs, HR Centers of Expertise (COE) to ensure effective execution of programs and initiatives in talent acquisition, diversity and inclusion, performance management, talent management and development, total rewards and training.

This is a high impact position that will serve as an integral link between GSCO staff-level executives and the various leadership teams within GSCO including:

Change Management/Organization Leadership:

• Provide strategic direction to build upon our high-performance culture
• Design strategic initiatives to ensure organizational effectiveness
• Partner with management to ensure effective organization structure, design, and staffing models
• Drive People Pulse Survey initiatives and execution for the various staff leaders that are being provided HR support
• Assess and facilitate organization design and leadership changes

Talent Management/Development:

• A leader who is self-reflective and aware of his/her own limitations; leads by example and drives the organization’s performance with an attitude of continuous improvement by being open to feedback and self-improvement.
• Needs to inspire others; bringing strong subject matter expertise to gain credibility, but with a humble attitude and team building approach.
• The ability to attract, recruit & engage top talent, motivate the team, delegate effectively, celebrate diversity within the team, and manage performance; widely viewed as a strong developer of others.
• Partner with clients to implement regular Talent Reviews, Organization Reviews, Career Development Planning, Performance Reviews, Workforce Planning, People Pulse Survey assessments, etc.
• Identify and plan for future talent needs while upgrading the talent bench
• Drive progress toward DEI goals and ensure diversity of talent
• Lead talent strategies to enable rapid global growth, supporting any potential M&A activities
• Strengthening succession planning & talent readiness
• Manage GSCO HR projects in partnership with the VPHR, such as strategic workforce planning, functional excellence strategies, and organizational capability assessments

Employee Relations & Communications:

• Provide leadership and guidance regarding employee relations hub to anticipate, identify and facilitate resolution of employee relations issues
• Counsel VP’s, directors, and managers consistent with Company policies/practices, legal considerations, and company priorities-advocating both company and employee concerns
• Partner with client leaders and GSCO communications partner to ensure effective internal and external communications for the teams supported within GSCO

Total Rewards Management:

• Partner with the COE to effectively implement and communicate Company compensation and benefits programs to successfully attract, motivate and retain employees
• Ensure clear differentiation of performance in rewards and recognition

MUST HAVE:

• Bachelor’s degree and 10+ years of progressive experience in HR
• Master’s degree and 8+ years of progressive business management experience, with exposure to high performing organizations, including best practices in HR
• Previous experience leading teams

NICE TO HAVE:

• Master’s degree in Business, I/O Psychology or Human Resources
• Successful track record as a Sr HR Director
• Leading global teams
• Previous HR leadership roles in a high-growth, fast-paced business
• 5+ years experience in providing work direction and leadership to people and teams
• Experience in HR strategy development and execution
• Experience in a global, matrix management structure
• Experience in a biopharmaceutical or related life sciences industry
• Excellent oral and written communication skills
• HRIS (WorkDay, preferred), database, spreadsheet, presentation and word processing software
• Business acumen: Good business sense and judgement reflected in key decisions made
• Problem solving: Well-honed analytical and problem-solving skills. Creative, risk-taking and results oriented mindset
• Influencing: Communicates with impact. Uses tailored communication and creates authentic and trusting relationships to influence clients, especially related to organizational planning & design. Confidence in own ideas as demonstrated by external conference speaking engagements, published articles, participation in panel discussions, industry association work, or teaching
• Consulting: Strong coaching, consulting and facilitation skills
• Leadership: Demonstrated ability to accomplish work through others, including leading project teams. Demonstrated experience in initiating and leading change, including modeling the importance, motivating others, managing the key drivers of change, and overcoming obstacles
• Self-Management: Self-directed work style, able to work autonomously with minimal direction and deliver results with customer service skills, action-oriented, operates with sense of urgency. Demonstrated ability to prioritize and manage multiple projects simultaneously
• Flexible: Demonstrated career flexibility and adaptation skills (e.g., successful industry or company changes with minimal learning curve; cross-cultural experience and flexibility if dictated by scope of organization)
• Collaborative: Reaches across boundaries internally and externally to develop and extensive network of partnerships. Experience in a global, matrix management structure, and working with a virtual workforce. Ability to manage a complex set of stakeholders
• Travel – 25-40%