Associate Director, HR Business Partner

Alkermes

9d•$150,000 - $168,000•Hybrid

About The Position

The Associate Director, HRBP will provide proactive and strategic HR leadership and consultation to sales, field-based and home office teams within the Commercial organization. He/She/They will play an integral role in building best-in-class teams and aligning our people strategies with key business strategies while ensuring the organization attracts, develops and retains high quality talent and maintains a positive and effective culture. This position will report directly to the Executive Director, HRBP for Commercial. Primary duties will include: Supporting the business to effectively develop, retain and recognize talent across client groups to achieve strategic and operational objectives Acting as an internal consultant to leaders, managers, and employees providing coaching and advice on a range of organizational and change issues Defining and implementing value-added HR strategies and solutions Building strong partnerships with the HR Centers of Excellence (COE) functions such as Compensation, Benefits, Talent Acquisition, and Learning & Development to roll out corporate-wide programs and ensure client’s needs are understood and met Coaching clients and working with other HR partners to manage and address complex employee relations issues, including: performance management, corrective actions, leaves of absence, complaint investigation and resolution, and employment separation Partnering with clients and HR COE functions to implement and manage human resources processes, including: Annual performance management process including performance assessment, calibration and compensation planning Goal setting Job analysis and evaluation to determine job level, base salary and career ladders Promotion process and criteria Workforce planning and implementation Succession Planning and Talent Review Individual Development Planning Biannual Pulse Survey Partnering with Talent Acquisition to conduct interviews and assess candidate selection for key management and senior level positions

Requirements

Credible and savvy human resources professional who will be acknowledged as a trusted advisor and functional expert to senior management
Self-motivated, self-confident individual who is comfortable operating with minimal direction and who thrives in a dynamic environment as a leader influencing change and transformation
Demonstrated ability to build credibility among senior management and peers to gain commitment and support for major initiatives while placing company’s interests first
An individual of unquestioned integrity who will be viewed as trustworthy – both within the company and externally
Mission-driven individual with strong levels of perseverance; works toward both individual and team goals
Demonstrated ability to be involved at various levels and willingness to “roll up one’s sleeves” to do whatever it takes to drive results; not hindered by protocol or process.
A compelling communicator with all levels of staff
A creative problem solver, willing to put forth unconventional ideas to solve business challenges
Keen attention to detail
Strong computer skills: MS Word, Excel, PowerPoint, Outlook
Bachelor’s Degree required
10+ years of progressive HR experience

Nice To Haves

Experience in high-growth/fast paced environments preferred
Prior experience in biotech/pharma strongly preferred

Responsibilities

Supporting the business to effectively develop, retain and recognize talent across client groups to achieve strategic and operational objectives
Acting as an internal consultant to leaders, managers, and employees providing coaching and advice on a range of organizational and change issues
Defining and implementing value-added HR strategies and solutions
Building strong partnerships with the HR Centers of Excellence (COE) functions such as Compensation, Benefits, Talent Acquisition, and Learning & Development to roll out corporate-wide programs and ensure client’s needs are understood and met
Coaching clients and working with other HR partners to manage and address complex employee relations issues, including: performance management, corrective actions, leaves of absence, complaint investigation and resolution, and employment separation
Partnering with clients and HR COE functions to implement and manage human resources processes, including: Annual performance management process including performance assessment, calibration and compensation planning
Goal setting
Job analysis and evaluation to determine job level, base salary and career ladders
Promotion process and criteria
Workforce planning and implementation
Succession Planning and Talent Review
Individual Development Planning
Biannual Pulse Survey
Partnering with Talent Acquisition to conduct interviews and assess candidate selection for key management and senior level positions