Human Resources Senior Manager

Endo•Hazelwood, MO

About The Position

Responsible for supporting the Human Resources function for US Corporate functions, Commercial teams, R&D, and Regulatory Affairs across all sites, ensuring the workforce meets strategic goals. Provides HR support across a full range of HR practices and works closely with Par Health leaders and all levels of management to ensure programs, policies, and practices are progressive, consistently managed, and meet current and future business needs. The role implements HR strategy, policies, programs, processes, and initiatives; advises and coaches leaders and employees; supports organizational change, culture, talent management, succession planning, performance management, leadership development, and risk mitigation; and helps resolve management-employee issues. It also contributes to global HR projects and collaborates with HR colleagues and company leadership to deliver programs across total rewards, work environment, learning and development, communications, staffing, and talent management.

Requirements

BA/BS in Management, Human Resources, Organizational Psychology, or a related discipline.
10+ years of HR experience as an individual contributor, with exposure to areas such as staffing, employee relations, compensation, and learning and development.
7+ years of experience in a business partner position consulting with business leaders and influencing corporate decision-making related to HR issues.
Broad knowledge of HR practices, organizational development, and change management.
Leadership, management, and negotiation skills.
Ability to serve as an HR subject matter expert and make appropriate decisions that support organizational goals.
Ability to manage and participate in teams with shared responsibility for outcomes and decision-making.
Excellent written and oral communication skills and ability to present effectively at all levels of the organization, including conducting platform training.
Presentation skills, including tailoring information and delivery to the audience; managing pace, timing, and engagement; responding to questions; adapting to last-minute changes; and presenting in multiple formats and delivery methods.

Nice To Haves

Exposure to the pharmaceutical industry and familiarity with its operations, business needs, organizational structure, functional roles and responsibilities, terminology, regulatory requirements, traditional projects and problems, sales, marketing, and portfolio planning.
Positive, approachable attitude.

Responsibilities

Implement HR strategy, policies, programs, processes, and initiatives to advance the Company’s strategic goals.
Serve as a consultant, coach, and advisor to the organization, providing objective and professional HR support to leaders and employees, including on sensitive issues.
Support corporate change initiatives and programs that strengthen organizational culture.
Interpret HR policies and guidelines and recommend or develop new policies when necessary.
Support the effectiveness of the employee value proposition, performance-driven compensation, and total rewards strategies.
Support organizational change and design by identifying business requirements with management and implementing appropriate solutions.
Advise on work performance and assess training and development needs.
Launch and oversee talent management programs aligned with the annual performance management process.
Align succession planning and talent management programs with corporate plans to identify future leaders and effectively deploy top-performing employees.
Support projects and services for the global HR organization, including training and development, succession planning, events, organizational design, performance management, and talent acquisition.
Promote optimal use of human assets, a high-performance culture, succession planning, and career pathways for filling open roles.
Advise, counsel, and guide the development and implementation of EEO and diversity objectives.
Identify HR implications of business actions, assess risks associated with plans and actions, and recommend risk mitigation.
Apply understanding of business dynamics to shape HR practices and processes that create an effective organization.
Facilitate change initiatives and develop management teams’ effective use of HR systems, processes, and practices.
Coach business leaders on effectively leading and managing their organizations.
Diagnose organizational effectiveness issues and implement solutions.
Facilitate resolution of management-employee issues.
Interpret HR policies and handle employee relations matters, including intake, issue identification, policy interpretation, investigations, root-cause analysis, recommendations, communication, conflict resolution, performance improvement planning, confidential record-keeping, and management reporting.
Collaborate with HR colleagues and company leadership to align on complex or precedent-setting matters, including internal investigations and employee outcomes.
Collaborate with HR team members to deliver programs involving total rewards, work environment, learning and development, communications, staffing, and talent management.