Senior Human Resources Business Partner

Celltrion Branchburg, LLC•Branchburg Township, NJ

16d•$78,000 - $130,000•Hybrid

About The Position

The Senior Human Resources Business Partner is accountable for driving HR strategies and initiatives that support both short- and long-term objectives for Celltrion Branchburg. This role ensures the organization has the capabilities, leadership, and talent needed to achieve business goals while fostering an engaged, motivated, and high-performing workforce. The role partners with business leaders and Human Resources subject matter experts to deliver policies, programs, and solutions that support organizational priorities and business needs. While priorities may evolve based on business strategy, this role is responsible for the following key deliverables.

Requirements

Qualified candidates must be legally authorized to be employed in the United States.
Bachelor’s degree with 2 years of Human Resources experience.

Nice To Haves

Results-driven with a bias for action and ability to deliver outcomes.
Strong problem-solving skills with the ability to diagnose challenges and implement effective solutions.
Strong business acumen with the ability to align HR strategies to organizational goals.
Ability to influence and coach leaders at all levels without direct authority.
Excellent written and verbal communication skills.
Experience with organizational, team, and individual effectiveness initiatives.
HR experience in a pharmaceutical, biotechnology, manufacturing, or regulated environment preferred.

Responsibilities

Serve as a strategic Human Resources Business Partner, aligning people strategies with business objectives while advising leaders on organizational effectiveness, workforce priorities, and employee-related matters.
Provide guidance and coaching to leaders on employee relations, performance management, conflict resolution, policy application, and employee development while ensuring consistent and compliant practices.
Lead and conduct employee relations investigations involving workplace concerns, policy violations, harassment, discrimination, retaliation, and misconduct; evaluate findings, mitigate risk, and provide recommendations in partnership with HR leadership and Legal.
Lead employee engagement initiatives by leveraging employee feedback, engagement data, and workforce insights to develop action plans that support inclusion, retention, and continuous improvement.
Partner with leaders on talent management strategies, including workforce planning, performance management, talent reviews, succession planning, and employee development.
Support organizational development and change management initiatives, including organizational design, restructuring, communications, and implementation of new programs and processes.
Partner with HR functions and cross-functional teams to deliver integrated HR solutions that support business objectives and enhance the employee experience.
Lead and support HR projects and initiatives as assigned, ensuring alignment with business priorities and successful execution.
Analyze workforce data, HR trends, and organizational insights to identify opportunities, mitigate risks, and drive continuous improvement.
Build trusted partnerships with business leaders, managers, and employees by serving as a strategic advisor on all aspects of human resources.
Collaborate with Talent Acquisition, Total Rewards, Learning & Development, and other functions to deliver integrated HR solutions.
Influence leaders at all levels to make informed talent and organizational decisions that support business objectives.
Foster strong relationships across the organization to promote collaboration, employee engagement, and organizational effectiveness.
Coach and develop leaders on effective people management practices, including goal setting, performance management, employee development, career planning, and succession management.
Support leadership capability by identifying development opportunities, facilitating talent discussions, and promoting an inclusive, engaging, and high-performing culture.
Prioritize and manage multiple HR initiatives and projects to ensure timely execution of business and organizational priorities.
Monitor workforce metrics, staffing levels, and talent trends to support resource planning and business decision-making.
Recommend process improvements that enhance HR operational effectiveness and improve the employee experience.
Perform additional duties as assigned by supervisor or manager.