Human Resources Business Partner

Topaz HR•Lakewood, NJ

21h•$110,000 - $150,000

About The Position

The HR Business Partner (HRBP) will work closely with the leadership team and other key stakeholders to drive HR initiatives that support the business strategy. The HRBP will be responsible for delivering HR solutions that address organizational needs, foster employee engagement, drive performance, and ensure compliance with employment laws and regulations. The ideal candidate will possess strong communication and problem-solving skills, and the ability to manage change in a fast-paced environment.

Requirements

A degree in Human Resources, Business Administration, or related field. A Bachelor or Master’s degree or HR certifications (e.g., SHRM-CP, SHRM-SCP, PHR, or SPHR) is preferred.
Minimum of 7-10 years of HR experience, with at least 2-3 years in an HRBP role, preferably in the pharmaceutical or healthcare industry.
Proven experience in managing employee relations, performance management, and organizational development.
Strong understanding of HR best practices, legal requirements, and compliance issues in the pharmaceutical industry.
Excellent communication and interpersonal skills, with the ability to build relationships at all levels of the organization.
Strong problem-solving and conflict-resolution abilities.
In-depth knowledge of HR systems, HRIS, and data-driven decision-making.
Ability to influence and lead through change in a complex business environment.
High attention to detail and ability to handle sensitive information with confidentiality.

Nice To Haves

Experience in the pharmaceutical industry or healthcare sector.
Knowledge of global HR practices if the company has an international presence.
Experience with organizational development, employee engagement, and leadership development initiatives.

Responsibilities

Strategic HR Alignment: Partner with senior leadership to understand the business objectives and align HR strategies accordingly. Provide proactive and consultative support to business leaders, including advice on talent management, workforce planning, and organizational design. Drive the implementation of HR initiatives that enhance business performance, employee satisfaction, and retention.
Employee Relations: Act as a trusted advisor for both management and employees to foster positive employee relations. Provide guidance on conflict resolution, employee grievances, and disciplinary matters while ensuring fair treatment and compliance with company policies and labor laws.
Talent Management and Development: Lead efforts in talent acquisition, ensuring the right talent is recruited to meet organizational needs. Support talent development programs, including leadership development, training, and career progression. Drive performance management processes, including goal-setting, feedback, and employee evaluations.
Change Management: Support organizational change initiatives by providing guidance on restructuring, mergers, or new business strategies. Help employees adapt to change through communication, training, and support.
Compliance & Reporting: Ensure HR policies and practices comply with local, state, and federal regulations, as well as industry standards. Maintain HR metrics and reporting systems to measure the effectiveness of HR programs and initiatives.
Culture and Engagement: Champion a positive work culture that promotes diversity, inclusion, and collaboration across all levels of the organization. Drive employee engagement efforts to improve job satisfaction and retention rates. Participate in developing and maintaining employee recognition programs.
HR Projects: Lead or participate in key HR projects such as compensation reviews, employee benefits, and HR system implementations. Continuously assess and improve HR processes to ensure they meet business needs.