Associate Director, Human Resources Business Partner (Hybrid - NJ or PA)

Merck•North Wales, PA

3d•Hybrid

About The Position

Our ability to excel depends on the integrity, knowledge, imagination, skill, and teamwork of people like you. To this end, we strive to create an environment of mutual respect, encouragement and teamwork. As part of our company's Research Laboratories HR team, you'll have the opportunity to collaborate with talented and dedicated colleagues while developing and expanding your career, in a true business partner role. This position will support multiple clients within the Global Clinical Trial Operations (GCTO) organization. The Human Resources Business Partner serves as a consultant and strategic partner to leaders within Global Clinical Trial Operations (GCTO), acting as an employee champion and change agent. This role supports multiple client groups experiencing transformation and operational complexity, providing HR partnership across organizational optimization, talent strategy, workforce planning, org design, change management, leader effectiveness, performance management, compensation planning, and employee relations.

Requirements

Minimum of a Bachelor’s degree, or currently in pursuit of degree completion, or equivalent relevant HR work experience or related discipline.
Minimum 10 years HR experience, or related discipline (or 8 years minimum experience with Master’s Degree).
Demonstrated ability to consult with, coach and advise senior leaders; highly effective written and verbal communicator; proven relationship-building and influence skills.
Strong organizational skills with ability to manage multiple priorities and projects in parallel, prioritizing most impactful activities and initiatives
Human Resource Management
Human Resources (HR)
Human Resources Policies

Nice To Haves

Prior HR Business Partner experience supporting complex, matrixed organizations.
Demonstrated experience in organizational development (org design, workforce planning, change management).
Comfort operating in global environments with distributed teams and multiple stakeholder groups.
Demonstrated ability to translate business priorities into people and capability strategies
Conceptual fluency in AI and ability to translate AI strategy into workforce implications
Business Management
Business Strategies
Change Management
Client Management
Clinical Development
Coaching
Compensation Strategies
Conflict Resolution
Incentive Compensation
Learning Strategies
Organizational Alignment
Organizational Change Management
People Management
Performance Management Tool
Prioritization
Project Resource Management
Stakeholder Engagement
Succession Planning
Talent Acquisition
Talent Management
Teamwork
Trend Analysis
Workforce Planning

Responsibilities

Serve as a trusted advisor to senior leaders across multiple organizations -understanding business priorities and translating them into HR strategies and practical execution plans.
Coach leaders through complex and cyclical people processes (performance management, talent reviews, succession planning, compensation planning, development planning).
Provide support for leader transitions, onboarding, and leader effectiveness needs, especially where operating model or ways of working changes create new leader/manager expectations.
Lead and support organizational design and alignment activities across a portfolio undergoing evolving capability needs.
Partner with leaders to plan and execute operating model changes, including communications, implementation planning, and collaboration with legal/HR centers of excellence as required.
Drive talent and workforce planning aligned to a complex clinical development portfolio, ensuring “right talent, right place, right focus” approaches within each client organization.
Support talent and development planning, pipeline/bench strengthening, and succession planning—particularly for leadership roles and critical capabilities.
Partner with Learning & Development to support capability building priorities referenced in GCTO HR priorities (e.g., leadership forums, manager enablement, capability alignment, and culture reinforcement).
Provide day-to-day performance management guidance (coaching, counseling, employee development, employee relations, risk identification/escalation), especially in environments experiencing transformation and role redesign.
Provide HR policy guidance and interpretation; ensure decisions and actions reflect compliant and ethical behavior expectations.
Operate effectively in global contexts and partner with regional/country HR stakeholders .
Use HR systems, trend data, and operational insights to inform recommendations and prioritize the highest-impact work (supporting leaders to navigate complexity and execution).
Collaborate across the HR network (GTA, L&D, Employee Relations, Compensation, WFA, etc.) to resolve escalations and deliver integrated solutions that align to business objectives.