Director, Human Resources Business Partner

EyePoint Pharmaceuticals•Watertown, MA

11h•Onsite

About The Position

At EyePoint , leadership trusts our employees to get the job done. The patient-centric and award-winning approach we’re taking in business fuels our: Focus on science and innovation, we aim to offer a lifetime of clearer vision Fommitment to developing and commercializing innovative therapeutics to improve the lives of patients with serious retinal diseases Delivery of innovative therapeutics to protect vision, specializing in sustained-release treatments for serious retinal diseases. EyePoint offers robust total rewards in a science-based entrepreneurial culture that empowers curiosity and innovation to help catapult your career. There’s space for every voice and perspective to be heard in our on-site and remote environments where a variety of strengths and diverse backgrounds are connected. Reporting to the Chief People Officer, the Director, Human Resources Business Partner (HRBP) provides HR leadership and consultation to client groups within multiple functions, including Discovery & Development, Clinical & Medical Affairs, Program Management and Regulatory. The HRBP is a trusted advisor to leaders, providing expert HR advice and advanced solutions that enable the achievement of business strategies by leveraging a significant understanding of the operating environment. This role drives talent management and helps architect and manage organizational change. The role is responsible for the delivery of HR programs and services such as talent/career development, manager coaching and consultation, employee relations, and performance management.

Requirements

Undergraduate degree in Human Resources or related, relevant discipline, MA preferred
Requires 10+ years of HR experience preferably in a biotech or life sciences high growth organization
Proven understanding of Employee Relations and HR Functioanal knowledge
Experience developing and implementing HR strategies
Track record of developing strategic workforce plans, from conception to implementation
Highly experienced in talent management, succession planning, and career growth and development
Strong experience managing and/or leading culture and change management or organizational effectiveness initiatives
Experience and expert understanding of management development, employee relations, data and analytics
Ability to influence positively including in situations without direct authority
Ability to work independently and collaboratively, in a matrix team environment consisting of internal and external team members
Analytical thinker with excellent problem-solving skills and the ability to adapt to changing priorities and deadlines
Excellent planning, organization and time management skills including the ability to support, prioritize, and multi-task
Highly collaborative team player who fosters open communication and develops important relationships with key stakeholders
Outstanding interpersonal and communication abilities with a high degree of emotional intelligence
Possess the ability, business maturity and interpersonal savvy to be proactive and establish credibility with all employees across the Company
Have proven communication skills, both written and verbal, and the ability to present information clearly to a variety of audiences
Able to learn quickly and take a project from idea to execution (strategy to operational) quickly and independently
Thrives in high energy and fast paced organization with ongoing simultaneous initiatives
Builds consensus and alignment and persuades others to act

Nice To Haves

SHRM - PHR preferred

Responsibilities

Provides strategic HR leadership and expert guidance to assigned client groups, along with consultation and delivery of HR programs and services that align with business objectives.
Leverages previous experience and data to provide critical insights into business and talent trends that inform the overall business and HR priorities.
Provides insights in a simple, creative, and relevant way that challenges current thinking, informs business decisions, and demonstrates the impact to business outcomes
Proactively defines, builds, and implements value-added HR strategies and solutions
Advises functional leaders in solving complex issues related to organization design, people development, and change leadership
Establishes strategies to enable the business to attract, develop, and retain high-quality talent at all levels to support growth objectives, identify opportunities, and align business strategies
Leads the strategic workforce planning efforts to ensure the people and talent strategy is aligned with the organization's long term strategic plan (identification of long-term capability needs, talent acquisition and succession planning)
Build strong partnerships within the HR team to enhance the function’s effectiveness in providing solutions to key business needs and to roll out corporate-wide programs that enhance the overall employee experience and support growth and success of overall business strategy
Works with clients to implement and manage key HR processes, such as year-end performance management (performance assessment, calibration, and compensation planning)
Partners with Talent Acquisition (TA) to ensure TA strategy is in place to deliver on key hires and growth plans