Senior Director, HR Business Partner

Flagship Pioneering, Inc.•Cambridge, MA

12h

About The Position

Flagship Pioneering is a scientific innovation engine that invents and builds companies that change the world. We bring together the greatest scientific minds with entrepreneurial company builders and assemble the capital to allow them to take courageous leaps in human health, sustainability, and beyond. What sets Flagship apart is our ability to advance biotechnology by uniting life science innovation, company creation, and capital investment under one roof in a way that is largely without precedent. Our team of scientists, entrepreneurial leaders, and professional capital managers are each aligned around an institutionalized process that enables us to innovate and create breakthroughs for the benefit of people and planet. Many of the companies Flagship has founded have addressed humanity’s most urgent challenges: vaccinating billions of people against COVID-19, curing intractable diseases, improving human health, preempting illness, and feeding the world by improving the resiliency and sustainability of agriculture. Flagship has been recognized twice on FORTUNE’s “Change the World” list, an annual ranking of companies that have made a positive social and environmental impact through activities that are part of their core business strategies, and has been named four times to Fast Company’s annual list of the World’s Most Innovative Companies. Position Overview Reporting into the Vice President, HR, the Sr. Director Human Resources Business Partner (HRBP) for the Lab Companies will be a key driver of the people strategy for the origination team members of our Pioneering Business Units at Flagship. In this role, the Sr. Director, HRBP will build and sustain relationships with their client group and the broader enterprise. Working closely with their respective Pioneering Business Unit Head, The Sr. Director, HRBP will effectively influence analysis and decision-making in the areas of leadership, talent management and development, succession planning, change management, budgeting and compensation, work force planning, organization development and design, performance management, employee engagement, career ladders and competencies, employee relations and communications. The Sr. Director, HRBP will collaborate with the other HR Leaders to diagnose needs, develop, and deliver solutions to support our organization. The person in this role should have strong business acumen with proven ability to understand and align business needs with HR solutions to move the business forward in a changing environment. The ideal candidate will effectively influence analysis, accountability, and decision-making in many areas that impact our people. The Sr. Director, HRBP must have a demonstrated track record of effective coaching and strategic partnerships with senior leaders and their employees, proven leadership skills, experience building teams and organizational design. The Sr. Director, HRBP should be able to demonstrate interpersonal awareness to effectively build and sustain strong client partnerships at all levels with trust and credibility to influence individuals and teams. The successful candidate will have the ability to identify and develop leaders and be effective in addressing change and transformation. Ability to analyze trends and use metrics to propose and develop solutions is also critical.

Requirements

Bachelor's degree with 10-15 years experience in the HR field or Master's Degree and 8+ years of progressive HR experience
Analytical, problem-solving and conflict resolution skills including the ability to diagnose root causes.
Ability to work in a time sensitive and confidential environment, balancing multiple priorities simultaneously.
Computer skills in MS office (Excel, PowerPoint, Word), SharePoint, and HRIS (UKG is a plus)

Nice To Haves

Prior Pharma/Biopharma experience, start-up experience helpful
Proven experience coaching and counseling all levels of staff on a wide variety of issues, and a thorough understanding of performance management systems and State and Federal employment law.
Exceptional networking, relationship building, judgement and passion with a drive for compromise across different perspectives.
Ability to translate business vision and strategy into an executable people agenda.
Knowledge of and ability to apply OD concepts and models, such as team effectiveness, change management, communication styles, facilitation, and leadership development.
Strengths in working and communicating in a highly matrixed environment, strong collaboration and influencing skills.
Employee relations experience managing complex workplace matters.
Demonstrated business acumen and a working knowledge of multiple HR disciplines.

Responsibilities

Serve as a strategic thought partner, change agent, and implementation advisor; be familiar with the strategic plans of the Pioneering Business Unit to help managers translate the business strategy and goals into HR related practices.
Guide and support senior management and their employees in developing sustainable programs, practices, and behaviors to drive significant cultural change and enhance employee engagement and development.
Coach and advise managers on building their teams, the effectiveness of their teams, strategic business matters, talent topics and general HR issues.
Help executives align manager and employee capabilities to the mid-to-long-term business needs.
Support foundation of new and growing companies while keeping scale in mind including establishing career ladders, organizational structure design and roles and responsibilities.
Serve as a member of the senior HR Leadership Team, demonstrating enterprise leadership sharing a strong point of view on a variety of topics that may or may not be directly related to their PBU.
Partner with TA and Enterprise team, assisting with a variety of matters to include interviewing, onboarding, immigration, budget etc.
Manage the day-to-day Human Resources needs of the Origination Leader and their teams including acting as a point of contact for people tools, processes and programs.
Act as stewards of the employee experience and Flagship’s culture.