Dir/Sr Dir HRBP

Syneos Health

1d

About The Position

Dir/Sr Dir HRBP Syneos Health® is a leading fully integrated biopharmaceutical solutions organization built to accelerate customer success. We translate unique clinical, medical affairs and commercial insights into outcomes to address modern market realities. Every day we perform better because of how we work together, as one team, each the best at what we do. We bring a wide range of talented experts together across a wide range of business-critical services that support our business. Every role within Corporate is vital to furthering our vision of Shortening the Distance from Lab to Life®. Discover what our 29,000 employees, across 110 countries already know. WORK HERE MATTERS EVERYWHERE Why Syneos Health We are passionate about developing our people, through career development and progression; supportive and engaged line management; technical and therapeutic area training; peer recognition and total rewards program. We are committed to our Total Self culture – where you can authentically be yourself. Our Total Self culture is what unites us globally, and we are dedicated to taking care of our people. We are continuously building the company we all want to work for and our customers want to work with. Why? Because when we bring together diversity of thoughts, backgrounds, cultures, and perspectives – we’re able to create a place where everyone feels like they belong. Job Responsibilities Strategy-Setting Leadership Leverages performance management insights and analytics to create the talent development plan based on discussions and template from COE. In collaboration with the HRBP Lead, identifies business challenges and translate them into workforce plans. Drives the identification of talent gaps, propose and implement changes necessary to cover risks. Understands and analyzes the talent data e.g. assessments, turnover, exit data, TA feedback, hiring feedback, engagement survey, etc. Possess and in-depth understanding of the business in order to support HRBP Leads as HR and leaders in the business. May lead a small team of HRBPs aligned to the assigned Business Unit. Key Initiatives Understands the BU’s operating environment and applies awareness of the BU’s goals and objectives when designing workforce plans Supports work with the Talent COE to translate identified BU lessons learned from talent needs into enhanced workforce planning & development strategy and plans. Synthesizes talent, business, and financial considerations to drive talent decision making and prioritization. Connects with Lead HRBPs and HRBP colleagues to collaborate and leverage experience to further HRBP work without duplication. Supports key business initiatives and leads or engages with identified workstreams. Annual Processes Leads succession planning process and ongoing development conversations by partnering with HRBP Lead and BU leader to document the needs for the next generation of leaders in the system. Supports work involving the Engagement Surveys results e.g. results assessment, BU level actioning. Supports CoE led projects (e.g., career framework, job framework, etc.). Provides COEs with feedback on global programs. Ongoing Engagement Supports the partnership with COEs to maintain visibility to HR programs, policies and escalate issues/ problems for COE resolution. Supports the relationship with the BU leaders to drive culture agenda at the business unit level. Provides feedback to COEs and People Services on HR programs, processes, and tools delivered to BU. Collaborates with People Services, where necessary, to provide continuous service for a positive employee experience. Collaborates with other HRBPs, where necessary, to provide enhanced, aligned and continuously improved HR services. Drives effective communication and collaboration among team members.

Requirements

• Bachelor’s degree required (preferably in business or HR)
• HR experience, including HR Business Partner experience
• Business Knowledge: Accomplished in managing processes, people, and data to align enterprise with innovative business models.
• Mastery level experience in understanding, organizing, and leveraging business operations and functions.
• Ability to recognize system flaws, disadvantages, and competent in strategizing enterprise solutions.
• Executive Presence: Demonstrates ability to have self-awareness, impression management, and the need to target communication to specific audiences.
• Appreciation for composure under pressure.
• Problem Solving: Addresses complex problems with expert navigational skills while engaging solutions-driven conversations within large groups.
• Capable of building group consensus regarding potentially high risk, widespread, and cross departmental organizational challenges.
• Instinctively incorporates organizational values and research-driven problem-solving techniques in all potential engagements and solutions.
• Collaboration: Expert in leading teams to inspire innovation and drive desired business outcomes.
• Leads with or without formal authority.
• Consistently builds bridges for rich working relationship leading to outstanding engagement.
• Influence: Effectively stewards initiatives throughout the organization.
• Gains enthusiasm and buy- in from cross-functional stakeholders.
• Highly skilled at internal stakeholder management.
• Key member of networks.
• Demonstrates ability to inspire and motivate employees at all levels of the organization.
• Professional Courage: Capable of taking on new and potentially daunting tasks in an effort to grow professionally and learn from mistakes.
• Encourages team members to be courageous, innovate, and learn new things.
• Data Storytelling: Demonstrates the ability to communicate data insights and the business implications of those to various stakeholder groups.
• Coaching: Ability to map career directions, identify cross functional roles, creates objective career pathways for an array of talent groups, and maintains transparency to ensure objectivity in the coaching process.
• Change Management: Accomplished in providing individualized and organizational support to advise change management processes, serves are a primary facilitator for critical change management engagements and department initiatives.
• Talent & Succession Planning: Demonstrates ability to analyze current workforce, indemnity gaps for new talent and resources, and anticipate the succession strategy with awareness of tactical change management techniques.
• Incorporates leading practices into talent and succession planning.
• Growth Mindset: Clearly possesses the ability to see how individual and team growth plays a role in achieving the broader organizational purpose.
• Displays a growth mindset in self and inspires others to have a growth mindset as well.
• Learns from failure quickly.
• Future-focused.

Nice To Haves

• MBA or advanced degree preferred

Responsibilities

• Leverages performance management insights and analytics to create the talent development plan based on discussions and template from COE.
• In collaboration with the HRBP Lead, identifies business challenges and translate them into workforce plans.
• Drives the identification of talent gaps, propose and implement changes necessary to cover risks.
• Understands and analyzes the talent data e.g. assessments, turnover, exit data, TA feedback, hiring feedback, engagement survey, etc.
• Possess and in-depth understanding of the business in order to support HRBP Leads as HR and leaders in the business.
• May lead a small team of HRBPs aligned to the assigned Business Unit.
• Understands the BU’s operating environment and applies awareness of the BU’s goals and objectives when designing workforce plans
• Supports work with the Talent COE to translate identified BU lessons learned from talent needs into enhanced workforce planning & development strategy and plans.
• Synthesizes talent, business, and financial considerations to drive talent decision making and prioritization.
• Connects with Lead HRBPs and HRBP colleagues to collaborate and leverage experience to further HRBP work without duplication.
• Supports key business initiatives and leads or engages with identified workstreams.
• Leads succession planning process and ongoing development conversations by partnering with HRBP Lead and BU leader to document the needs for the next generation of leaders in the system.
• Supports work involving the Engagement Surveys results e.g. results assessment, BU level actioning.
• Supports CoE led projects (e.g., career framework, job framework, etc.).
• Provides COEs with feedback on global programs.
• Supports the partnership with COEs to maintain visibility to HR programs, policies and escalate issues/ problems for COE resolution.
• Supports the relationship with the BU leaders to drive culture agenda at the business unit level.
• Provides feedback to COEs and People Services on HR programs, processes, and tools delivered to BU.
• Collaborates with People Services, where necessary, to provide continuous service for a positive employee experience.
• Collaborates with other HRBPs, where necessary, to provide enhanced, aligned and continuously improved HR services.
• Drives effective communication and collaboration among team members.

Benefits

• The benefits for this position may include a company car or car allowance, Health benefits to include Medical, Dental and Vision, Company match 401k, eligibility to participate in Employee Stock Purchase Plan, Eligibility to earn commissions/bonus based on company and individual performance, and flexible paid time off (PTO) and sick time.

What This Job Offers

• Job Type: Full-time
• Career Level: Director