Senior Director, HRBP

Illumina•San Diego, CA

1d•$205,100 - $307,700

About The Position

Illumina is seeking a Senior Director of HR to serve as the HR Business Partner for G&A senior leaders across multiple functions. The role partners with business leaders to translate business imperatives into people strategies, build effective teams, and foster an inclusive environment where employees can contribute to the company’s mission of improving human health through genomic technology. The position reports to the Global HR Leader for the Commercial function. The Senior Director serves as a trusted advisor to leaders and collaborates with HR Centers of Excellence and other regional and functional HR business partners. The role leads core HR programs and initiatives, including talent and succession planning, performance enablement, employee sentiment surveys, pay planning, organizational development, and change management. The estimated U.S. base salary range is $205,100–$307,700. Employees are eligible for variable cash compensation, and eligible roles may receive equity. Benefits include genomics sequencing access, family planning, health, dental and vision coverage, retirement benefits, and paid time off.

Requirements

Bachelor’s degree required.
Typically 20 years of HR business partnering and other relevant HR experience.
Demonstrated ability to influence senior executives and translate human capital strategies into positive organizational impact.
Senior-level experience in talent development, organizational design and scaling, team development, and organizational effectiveness practices.
Excellent verbal and written communication skills.
Strong analytical, problem-solving, and project management skills.
Technological curiosity and ability to leverage standard business tools, including PowerPoint and Excel, and learn new tools.
Ability to adapt to changing situations, with high self-awareness and cultural sensitivity.
Ability to build long-term, trusting relationships with clients and HR colleagues.
Global mindset and understanding of the importance of building diverse and inclusive teams.
Confidence to express a strong point of view, including when it may be unpopular, and emotional intelligence to guide communication.
Ability to articulate business issues in terms of business results.
Systems thinking skills, including the ability to process information, connect data, and develop solutions or understand problems.
Ability to break down and solve complex organizational needs with pragmatism and creativity.
Adaptability, tenacity, resilience, and a positive orientation.
Comfort with ambiguity, intellectual curiosity, and an orientation toward learning.

Nice To Haves

Advanced degree in a human resources-related area with an organizational or leadership focus, or an MBA.
Experience across multiple HR disciplines.
Experience implementing Diversity and Inclusion initiatives.

Responsibilities

Understand business imperatives and translate them into people strategies covering leadership development, talent acquisition and management, diversity and inclusion, coaching and performance management, organization design, team effectiveness, and change management; collaborate with leaders to deliver those strategies.
Manage and analyze HR-related data to generate insights that inform talent strategies and initiatives.
Use change management expertise to support the success of initiatives.
Facilitate organizational and leadership development efforts, addressing root causes of HR issues with employees and managers; potentially lead learning and development initiatives and courses.
Model and reinforce the company culture by ensuring HR practices align with organizational objectives and are applied consistently and fairly.
Serve as a trusted advisor to business leaders, applying innovation and forward-thinking to plan HR efforts, support business growth, and solve challenges.
Advise on organization design, team effectiveness, change management, and growth strategies, and lead related programs where necessary.
Build effective leadership teams and succession pipelines through development, hiring, and coaching.
Lead core HR programs, including talent reviews, succession planning, quarterly performance enablement, quarterly employee sentiment surveys, and merit and equity pay planning.
Consult on employee engagement and retention to support the desired organizational culture.
Advise on performance management, leadership development, accelerated development, coaching, and terminations when appropriate.
Partner with HR Centers of Excellence—including Talent Management, Talent Acquisition, People Support & Care, Total Rewards, HRIS and Employee Communications, and Diversity and Inclusion—to develop and deliver HR support and programs.
Lead project work based on business priorities and HR initiatives.
Implement professional development plans that advance skills in view of future workforce needs.
Coordinate and integrate initiatives with other functional or regional HR business partners.