Senior Staff Human Resources Business Partner (San Diego/Hybrid)

Illumina•San Diego, CA

7d•Hybrid

About The Position

What if the work you did every day could impact the lives of people you know? Or all of humanity? At Illumina, we are expanding access to genomic technology to realize health equity for billions of people around the world. Our efforts enable life-changing discoveries that are transforming human health through the early detection and diagnosis of diseases and new treatment options for patients. Working at Illumina means being part of something bigger than yourself. Every person, in every role, has the opportunity to make a difference. Surrounded by extraordinary people, inspiring leaders, and world changing projects, you will do more and become more than you ever thought possible. Position Summary: We are looking for a Senior Staff HR Business Partner (HRBP) as a key leader within the Commercial and Marketing Human Resources team in San Diego. Our HR team is highly collaborative, creative, and passionate about the work we do to further our mission through our people practices. You will partner with your client leadership to provide world-class human capital strategies, processes, and solutions and support the organization in developing, retaining, and hiring the best talent in the industry to further define the next era of genomics. This position reports to the Director, HRBP for the global Commercial functions and will serve as the HR Business Partner for senior leaders in these global functions. This role will focus on subset of the Commercial and Marketing functions along with fostering an environment where all employees can contribute deeply to our mission to improve human health and where they can feel a sense of belonging and community. This is a full-time role, Monday through Friday, with an expectation of 2- 3 in-office days per week and additional on-site presence as needed. The individual must reside in the San Diego area and be able to commute to our corporate offices.

Requirements

Typically requires a minimum of 12 years of related experience in HR Business partnering and other relevant HR COE experience (such as employee relations, talent management) with a Bachelor’s degree; or 8 years and a Master’s degree; or a PhD with 5 years of experience; or equivalent experience.
Proven communication and influencing skills with a demonstrated capacity to effectively and practically communicate HR practices to meet business needs in a complex, fast-moving environment.
Demonstrated ability to balance advocacy for company initiatives, policies and practices in balance with employee advocacy.
Experience in employee relations in California.
Ability to understand business imperatives and translate to HR initiatives.
Intellectual curiosity and the ability to learn the business and understand what drives business results and outcomes.
Experience with employment and workplace safety laws and compliance requirements.
Strong EQ and proven ability to adapt to changing situations, self-awareness and cultural sensitivity.
Ability to build long-term, trusting relationships with clients and with HR colleagues.
Global mindset, cultural sensitivity and a deep understanding of the importance of building diverse and inclusive teams.
Confidence to have a strong point of view and express it even if it proves unpopular.
Ability to articulate in business terms and connections to business results.
Systems thinker - the ability to quickly process large amounts of information, connect and proactively integrate data into new solutions or a better understanding of problems.
Leverages historical data insights to help inform and drive strategic talent management initiatives for their clients.
Ability to breakdown and solve complex organizational needs with pragmatism and creativity.
Adaptability, tenacity, resiliency, coupled with a positive orientation.
Comfort with ambiguity, intellectual curiosity and an orientation to learning.
Ability to address issues and take action without significant direction, work independently and have a good sense of when to escalate issues and gain other perspectives and alignment.

Nice To Haves

Prior experience supporting Commercial functions is preferred (though not required).

Responsibilities

This important HRBP role primarily focuses on the development of client-based human workforce capital solutions partnering with senior leaders in global Commercial functions such as Marketing, Product Management, and/or Commercial Operations.
With the process of development, design and execution of innovative programs and solutions for their clients, they will also have impact on our HRBP function by sharing back best practices and learnings.
May also be responsible for leading initiatives with impact across client organizations and take a leadership or support role in cross-functional project teams.
Works independently with COE partners (Talent Management, Benefits, Talent Acquisition, People Support, Compensation, Employee Communications, Diversity, Equity and Inclusion) to collaborate with highly innovative, energetic business leaders to define organizational and people strategies that effectively support Illumina’s strategy and deliver results.
Serves as part of each client group leadership team, attending staff meetings, and providing real-time HR guidance to the business to determine approaches to new assignments and projects.
Ensures effective leadership teams and succession pipelines through leadership development, hiring, and coaching.
Leads core HR programs for the business including talent reviews, succession planning, performance management, compensation planning (merit and equity cycles), etc.
Builds strong consultative relationships with senior executives and business leaders, acting as a strategic HR partner and actively participating in shaping business strategies on employee engagement and retention.
Leads specific project work as determined by both business priority and HR initiatives to drive results.
Works in collaboration across site and regional HR teams in the coordination and integration of initiatives across geographies.
Participates in cross-functional work groups to gain and offer HR insights on business and operational challenges.
May participate in development and administration of HR policies & procedures.
May conduct exit interviews and perform ongoing qualitative data analysis of turnover, discipline, and other metrics.