Director, Human Resources

Bachem AG•Vista, CA

13d•$131,324 - $180,571

About The Position

The Director of Human Resources is both a strategic and hands-on leader responsible for fostering a positive, engaged, and legally compliant workplace. In this role, this individual works closely with leaders to align people strategies with organizational goals and serves as a trusted advisor to managers and senior leaders. This individual coordinates and collaborates with the Global HRBP community to deliver high-quality and timely HR Business Partnering activities. Additionally, this individual leads enterprise-wide team member relations programs, resolves complex workplace issues, and partners with leadership to drive engagement, performance, and organizational effectiveness.

Requirements

Bachelor’s degree in human resources, business administration, or related field (Master’s strongly preferred).
10+ years of progressive HR experience, with significant focus on employee relations.
5+ years of leadership/people management experience.
Deep expertise in California employment law and employee relations best practices.
Strong investigative, analytical, and problem-solving skills.
Strong experience in organizational development and change management
Exceptional interpersonal and communication skills.
Ability to handle highly sensitive and confidential information with discretion.
Strong judgment and decision-making capabilities.
Data-driven mindset with ability to analyze trends and metrics.

Nice To Haves

Experience in complex, multi-state or global organizations preferred.
Experience in pharma/chemical/life sciences industry or other regulated manufacturing industry preferred.
SHRM-SCP, SPHR, or equivalent certification. CA specific certification preferred.

Responsibilities

Partner with business leaders to understand workforce needs; develop talent strategies that support business objectives; analyze workforce trends, turnover, and staffing requirements, and support organizational growth, restructuring, and succession planning.
Work closely with leaders to Identify talent gaps and workforce capabilities; support performance management processes; assist in succession planning and leadership development; and create career development paths for and communicate opportunities to team members.
Partner with leaders to drive a high-performance culture; support goal setting and performance review processes; provide guidance to managers and team members on handling workplace conflicts and performance issues; coach leaders on effective communication, performance management, and disciplinary actions; and monitor performance trends and recommend interventions.
Lead or support organizational design initiatives; facilitate change management during business transformations; assess team effectiveness and recommend improvements; and promote team member engagement and productivity.
Analyze engagement survey results; develop action plans to improve team member morale and retention; and partner with leaders to strengthen workplace culture.
Serve as a trusted advisor to managers and executives; coach leaders on people leadership best practices; help leaders navigate complex people-related decisions; and develop leadership capabilities across the organization.
Advise managers on compensation decisions; support merit, bonus, and promotion processes; and ensure pay decisions align with company policies.
Develop and implement a comprehensive California-compliant team member relations strategy aligned with organizational goals and culture; serve as the organization’s subject matter expert in team member relations, workplace investigations, and conflict resolution, and advise senior leadership on ER trends, risks, and best practices.
Lead and oversee complex and sensitive investigations (e.g., harassment, discrimination, retaliation, policy violations), ensure investigations are conducted promptly, thoroughly, and objectively, provide recommendations for corrective action ensuring consistency in outcomes; partner with legal counsel on complex employment matters; manage responses to external claims, audits, and agency inquiries (e.g., EEOC), and support litigation defense.
Develop, review, and update HR policies and procedures to ensure legal compliance and alignment with company values. Monitor changes in employment laws and regulations; ensure organizational adherence.
Lead, mentor, and develop HR professionals and staff; establish KPIs and performance metrics for team member relations activities, and drive continuous improvement in ER processes and systems.