SR AD, HRBP and HR Operations

Boehringer Ingelheim•Johns Creek, GA

About The Position

The Senior Associate Director, Human Resource Business Partner and Human Resources Operations serves as a strategic advisor and trusted HR partner to senior leaders across several functions, including Finance, Legal, Public Affairs, Human Resources, Business Support Center, and Regulatory Affairs/Pharmacovigilance. The role translates business priorities into integrated people and organizational strategies and provides leadership across organizational effectiveness, workforce planning, talent and succession, leadership development, performance, engagement, culture, and change. The position also serves as HR Business Partner for the U.S. Animal Health HR organization, partnering with HR leadership on the organizational, talent, capability, and workforce needs of the HR function. As a member of the Animal Health HR Leadership Team, the role helps advance the broader U.S. Animal Health HR strategy, align HR leadership, connect work across HR business partners and Centers of Excellence, and ensure follow-through on key decisions and commitments. It operates with a high degree of independence and requires business acumen, enterprise thinking, sound judgment, and the ability to influence senior stakeholders across organizational boundaries.

Requirements

Bachelor’s degree or similar degree in Business Administration, HR Management, or a similar discipline.
At least eight years of progressive Human Resources experience.
At least two years in an HR Business Partner/HR Generalist, Organizational Development, or related strategic HR capacity, with demonstrated experience working with senior leadership.
Knowledge of HR disciplines including talent selection and development, workforce planning, compensation, benefits, performance management, and employee relations.
Experience working cross-culturally with diverse colleagues in a global environment.
Demonstrated success working in a regional and global matrix environment within HR and across business functions.
Strong project leadership ability.
Strategic thinking and sound business judgment, connecting HR with business strategies and goals.
Influencing, relationship-building, facilitation, and change-management skills.
Ability to address organizational culture and consider culture in decisions.
Excellent communication skills and ability to build rapport with management and employees and contribute across the organization.
Strong ability to act and influence.
Demonstrated track record of success in Labor Relations and the collective bargaining process.
Must be legally authorized to work in the United States without restriction.
Must be willing to take a drug test and post-offer physical, if required.
Must be at least 18 years of age.

Nice To Haves

Master’s degree preferred.
Global assignment experience highly preferred.

Responsibilities

Function as an internal consultant to leaders in achieving business goals.
Advise and guide management on organizational effectiveness, including alignment of processes, systems, and people.
Enhance company culture and assess organizational health and engagement regularly, including measuring outcomes and linking them with operational results.
Partner with business leaders to drive strategic HR initiatives that support business goals.
Build organizational capabilities.
Ensure appropriate organizational design, processes, skill sets, and people behaviors.
Build and maintain relationships with executive stakeholders at local, regional, and global levels.
Broker relationships between leaders and key COE services, including Culture & Engagement, Total Rewards, TLO, and HR@GBS, ensuring effective services for U.S. businesses and supporting harmonization opportunities.
Implement HR solutions developed by COEs, provide feedback during design or implementation, support adherence to global standards, and plan engagement and communications with local stakeholders.
Ensure applicable employment laws, regulations, policies, procedures, and systems are in place to minimize employee relations problems; coordinate professionally and with minimal corporate risk when policy violations occur, in concert with ER&C.
Partner with HR Directors and HRLT members to translate strategic priorities into coordinated action, strengthen alignment and collaboration across HRBPs and COEs, and drive disciplined execution and follow-through.
Serve as a strategic advisor to the SVP of Human Resources, driving integration, prioritization, and execution of the HR leadership agenda.
Establish governance and operating mechanisms to translate priorities into coordinated action, facilitate executive decision-making, connect work across HR, and ensure accountability and follow-through.
Lead qualitative outcomes and execution of local strategic workforce planning, considering business and functional strategy and the external environment.
Identify critical skills, skills mix, shortages and overages, geographical mix, and workforce mix, including owned and contingent workers, to match current and future business needs.
Translate strategic business needs into talent and development action plans aligned with business strategy.
Identify talent across businesses and guide development in support of leaders.
Create conditions for continuous performance and engagement through recruitment, development, remuneration, and career paths.
Manage a global talent pool that supports succession plans and develops future BI leaders.
Contribute to development and execution of broader U.S. Animal Health HR strategy and priorities.