Sr. Director, Human Resources - Commercial

Tandem Diabetes Care

9d•Hybrid

About The Position

The Sr. Director, Human Resources - Commercial serves as a strategic partner to the Chief Commercial Officer (CCO) and the broader Commercial organization under the CCO's leadership. This role is responsible for translating business strategy to HR strategy and organizational needs to HR solutions and plans. Leading a team of HR Business Partners, this role and the team manage the employee lifecycle and experience from onboarding, career progression, performance management, succession planning, and offboarding within the Commercial function. This role collaborates with the HR leadership team to drive processes and efficiencies to scale the overall HR function. This role works closely and influences peers across the broader organization when it comes to the adoption and implementation of HR initiatives including, but not limited to,, employee relations, employee development, performance management, workforce planning and staffing, change management, and organizational development, to ensure the best use of company and workforce resources and facilitates achievement of the goals of the department and business. The Sr. Director, Human Resources - Commercial at Tandem is also responsible for: Develops the North American HR strategy, solutions and strategic workforce plans toto align to the Commercial business objectives. CoachesCoaches senior leaders on complex leadership and HR issues including development, engagement,, talent performance and issues which could create a competitive advantage for the business. Builds organizational capability through development and/or facilitation of appropriate senior leadership teams (i.e., team effectiveness, goal development and alignment, manager capability, etc.) Manages a team of Human Resource Business Partners (HRBPs) responsible for supporting Commercial departments on organizational design, workforce planning, succession planning, and skills assessment and development. Partners closely with peer leaders to ensure consistent process and practices around HR Business Partner support. Supports the Commercial HRBP team and provides management with appropriate advice and counsel on employee relations issues and ensures corporate employment policies and procedures are consistently and equitably applied and legal requirements are met. Acts as a point of escalation for employee work-related issues. Identifies and resolves sensitive situations/issues relating to HR processes and practices; investigates and resolves employee issues and concerns to address root causes of human resources issues, documenting and escalating as appropriate. Helps guide Center of Excellence (COE) owners in the shaping of appropriate and innovative HR solutions. Reviews and analyzes business metrics including data on retention and employee experience to recommend systemic improvements. Ensures department staff is properly trained, per designated training plan, before assuming job responsibilities. Ensures compliance with company policies, including Privacy/HIPAA, and other legal and regulatory requirements. Performs other duties as assigned.

Requirements

12 years’ progressive experience developing, implementing, and measuring HR programs and guidelines that support company business objectives.
5 years’ leading teams of HR representatives, generalists and business partners.
Bachelor’s degree or equivalent combination of education and applicable job experience.
Experience as a strategic HR Business Partner supporting executives
A track record of positive results and ability to show his/her programs and initiatives have contributed to the growth or bottom-line profitability of an organization while enhancing and driving cultural change.
Must have led/been directly involved in significant change management initiatives in prior roles
Knowledge of California and Federal employment laws with multi-state employer experience.
Exceptional business acumen with experience presenting to and influencing senior business leaders.
Excellent verbal and written communication skills, strategic thinking and planning/facilitation ability and flexibility to function in a fast paced and innovative environment.
Ability to dive into details, translate and statistically analyze data, and effectively report results through written and/or graphical formats; Skilled with HRIS and MS Office systems.
Ability to diagnose problems and identify and implement appropriate solutions.
Ability to facilitate large or small group meetings and manage conflict resolution.
A positive approach to people and problem solutions along with a strong sense of discretion and the ability to maintain confidentiality.
Ability to work collaboratively and able to lead cross-functional project teams.
Excellent project management skills.
Ability to travel up to 15% of time, as needed

Nice To Haves

PHR, SPHR (Senior Professional in Human Resource) or other HR-related certifications strongly preferred.
Global experience a plus.
Experience in a high volume, fast-paced medical device, biotech, or pharmaceutical environment preferred.

Responsibilities

Develops the North American HR strategy, solutions and strategic workforce plans toto align to the Commercial business objectives.
CoachesCoaches senior leaders on complex leadership and HR issues including development, engagement,, talent performance and issues which could create a competitive advantage for the business.
Builds organizational capability through development and/or facilitation of appropriate senior leadership teams (i.e., team effectiveness, goal development and alignment, manager capability, etc.)
Manages a team of Human Resource Business Partners (HRBPs) responsible for supporting Commercial departments on organizational design, workforce planning, succession planning, and skills assessment and development.
Partners closely with peer leaders to ensure consistent process and practices around HR Business Partner support.
Supports the Commercial HRBP team and provides management with appropriate advice and counsel on employee relations issues and ensures corporate employment policies and procedures are consistently and equitably applied and legal requirements are met.
Acts as a point of escalation for employee work-related issues.
Identifies and resolves sensitive situations/issues relating to HR processes and practices; investigates and resolves employee issues and concerns to address root causes of human resources issues, documenting and escalating as appropriate.
Helps guide Center of Excellence (COE) owners in the shaping of appropriate and innovative HR solutions.
Reviews and analyzes business metrics including data on retention and employee experience to recommend systemic improvements.
Ensures department staff is properly trained, per designated training plan, before assuming job responsibilities.
Ensures compliance with company policies, including Privacy/HIPAA, and other legal and regulatory requirements.
Performs other duties as assigned.