Director, HR Business Partner- Clinical Technology

Clario•Philadelphia, PA

2d•Hybrid

About The Position

At Clario, a part of Thermo Fisher Scientific, people are at the center of everything we do. We’re looking for a hands-on, strategic HR leader to partner directly with the C-suite and senior leaders of our eCOA business. You’ll shape people strategy through a period of growth and integration, drawing on your experience in technology, clinical research, and M&A to help our teams perform at their best.

Requirements

10+ years of progressive HR experience, including 5+ years as an HR Business Partner supporting global organizations
Experience partnering directly with C-suite executives
HRBP experience in a technology environment (SaaS, software, or tech-enabled services)
Experience in clinical research, life sciences, or pharma
Hands-on M&A or integration experience, on either the acquiring or acquired side
Willingness to work hybrid, 2–3 days per week on site with the business you support
Proven ability to influence without authority and drive change with senior leaders
Comfort operating in ambiguity, making sound calls without a clear playbook
Self-starter who takes ownership and moves work forward independently
Strong knowledge of employment law and HR best practices across multiple countries
Excellent communication, coaching, and relationship-building skills
Bachelor’s degree in HR, Business, or a related field, or equivalent experience

Nice To Haves

Master’s degree or HR certification (SHRM-SCP, SPHR) preferred

Responsibilities

Partner directly with C-suite and senior business leaders to build and deliver people strategies tied to business goals
Guide employees and leaders through integration and change as Clario continues its transition into Thermo Fisher Scientific
Advise leaders on organizational design, workforce planning, performance management, and leadership effectiveness
Lead talent reviews and succession planning to strengthen leadership pipelines
Handle complex employee relations matters with sound judgment, and know when to escalate
Roll up your sleeves on day-to-day HR needs while keeping a strategic, long-term view
Spot organizational, workforce, and culture risks early, and build plans to address them
Use HR data and trends to inform decisions and measure impact
Design and drive retention, engagement, and leadership development initiatives
Partner with Centers of Excellence, including Talent Acquisition, Total Rewards, and Learning & Development, to deliver integrated solutions
Ensure compliance with employment laws and company policies across a global client group