Human Resources Business Partner

Mallinckrodt Pharmaceuticals•Bridgewater, NJ

11d•Hybrid

About The Position

The Human Resources Business Partner reports directly to the Executive Director and is responsible for serving as the primary business partner, managing employee relations and providing day-to-day support to assigned client groups. The incumbent will also implement and support all HR policies and programs for their respective client base. The HRBP works closely with the HR team to develop, implement, and evaluate ongoing HR policies, programs, and initiatives, and collaborates with HR colleagues to determine the overall strategy for HR programs.

Requirements

BA/BS in Management, Human Resources, Organizational Psychology, or related discipline.
10+ years’ of progressive human resources business partner experience including talent acquisition, organizational effectiveness/change management, learning & development, and talent management.
5 years in a business partner position, employee relations, alliances and partnerships, and consulting with business leaders including business strategy design and development experience; experience consulting with functional leaders of business units and influencing corporate decision making related to HR issues.
Knowledge of the pharmaceutical industry HR function
In depth knowledge of supporting Commercial Business and/or Corporate functions and participating in HR strategy development preferred
Thorough knowledge of applicable employment laws, compensation philosophies, HR best practices, trends and issues
Ability to perform complex analysis of human resources issues and data
Strong interpersonal skills including ability to communicate effectively with people individually and groups; ability to communicate with technical and non-technical colleagues; experience establishing and maintaining effective relationships with functional leaders by understanding their department, its role in the organization and its internal and external links
Excellent presentation skills including ability to tailor information and delivery to audience; manage pace, timing and audience engagement; field and respond to questions; adjust approach and content to last minute changes; present in various formats (slides, video, speaking) and delivery methods (teleconference, video conference, panel, platform, office demonstration)

Responsibilities

Serve as a business partner to assigned client groups and primary focal point for HR programs, strategies, issues, and needs; participate as a business partner at client’s leadership staff meetings.
Identify HR solutions that improve business performance; lead the development of the HR strategic action plan for assigned client groups.
Offer guidance and solutions; solve complex problems; provide expert insight into people and organizational issues.
Lead organization-wide programs for a salary review, organization and talent review, workforce plans, strategic hires, and talent mobility.
Apply an understanding of the dynamics of the business to drive HR practices and processes that will create an effective organization.
Partner with business groups to focus on building the Company’s culture, including team development, conflict resolution, and fostering an environment of open feedback and communication.
Work together with the COEs to plan the growth and development of high-performance teams.
Participate in the design, development, and implementation of HR strategy, policy, programs, processes, and initiatives to drive the achievement of the Company’s strategic goals and objectives.
Consult, coach, and advise the organization providing HR expertise with objectivity and professionalism in dealing with sensitive issues to all levels of management and employees.
Drive corporate change initiatives through to the business and deliver programs for managing culture.
Provide general and/or specific interpretation of HR Policies and Guidelines and recommend/ develop new policies when necessary.
Maintain effectiveness of performance-driven compensation, total rewards, and benefits strategies to attract, retain and reward employees while leveraging resources and achieving internal and external equity.
Lead organizational change and design by working with senior management to identify business requirements and implement appropriate solutions.
Offer advice and guidance to improve work performance and assist in training and development needs assessment.
Participate in leading succession planning and talent management programs to assess “next generation” leaders and maximize the effective deployment of top performing employees.
Facilitate the resolution of management-employee issues; interpret HR policies and apply appropriate action.
Manage complex employee relations issues including intake, issue identification, policy interpretation, investigation, root-cause analysis, recommendation development, communication to involved, conflict resolution, development or performance improvement planning, confidential record-keeping and management reporting; collaborate with HR colleagues and company leadership to ensure alignment in resolving precedent-setting situations.