Sr. Human Resources Manager

PCI Pharma Services•Philadelphia, PA

2d•Onsite

About The Position

Life changing therapies. Global impact. Bridge to thousands of biopharma companies and their patients. We are PCI. Our investment is in People who make an impact, drive progress and create a better tomorrow. Our strategy includes building teams across our global network to pioneer and shape the future of PCI. Job Summary: The Senior Manager of Human Resources is responsible for leading HR initiatives that support business objectives across manufacturing sites or regions. This role encompasses all key HR functions, in partnership with Global COE’s and other Sr. HR Managers, including talent management, employee relations, compliance, and organizational effectiveness, acting as a trusted advisor to operations leadership. The Senior Manager plays a pivotal role in shaping a performance-driven, people-focused culture that aligns with operational goals and long-term workforce sustainability. The Sr. HR Manager also hold responsibility for Social Sustainability within the target-based structure of PCI’s ESG program and governance, for the area of their responsibility. This position supports our Philadelphia facility, which serves as our corporate headquarters and employs approximately 1,200 team members. It is our second‑largest site and operates within a unionized environment.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, or a related field and/or a minimum of 8 years of progressive HR experience, with at least 5 years in a leadership capacity within life science, manufacturing or industrial environments.
Strong understanding of manufacturing operations and workforce dynamics in a production environment.
Proven expertise in talent management, workforce planning, labour relations, and organizational development across the full employee life cycle.
Demonstrated ability to influence senior leadership and manage complex business challenges.
Strong experience in change management, project management, and organizational design.
Proficiency with HR systems (e.g., Workday) and workforce analytics tools.

Responsibilities

Strategic HR Leadership Lead HR initiative ensuring alignment of talent management and workforce strategies with business objectives, operational requirements, and performance metrics.
Operational Partnership Partner closely with Site and Functional Leadership to enhance productivity, employee engagement, and organizational effectiveness, ensuring HR strategies are closely aligned with business priorities.
Talent Management In partnership with PCI’s HR Centers of Excellence such as Talent Acquisition, Talent Development and HR Operations, manage the talent lifecycle, including recruitment, talent development, succession planning, and internal mobility. Focus on strategic workforce planning to ensure the right talent is in place to meet business needs.
Employee & Labor Relations Provide guidance on employee relations and labour matters, ensuring compliance with all legal requirements. Foster positive, fair workplace practices and help resolve conflicts while mitigating risks. Collaborate early with leadership and PCI’s internal legal advisors to ensure consistency, fairness and documentation.
Culture & Engagement Champion the creation and maintenance of a high-performance culture. Focus on employee engagement, equity and inclusion , and well-being programs that contribute to a supportive work environment, in partnership with Global Benefits.
Compliance & Governance Ensure adherence to applicable employment laws and regulations. Promote ethical practices and guidelines across all HR functions and maintain a strong focus on compliance across multiple jurisdictions.
Change Management Lead HR-related components of change initiatives, including restructuring, site expansions, and new program implementations. Support operations in maintaining stability and focus during times of transition.
HR Team Leadership Provide leadership to HR teams, focusing on talent development, collaboration, and performance improvement. Foster a team-oriented culture of accountability and continuous growth.
Metrics & Insights Utilize data analytics to track key HR metrics such as retention, turnover, employee satisfaction, and workforce efficiency. Drive data-informed decisions and continuous improvement. Lead consistently with both qualitative and quantitative goals and measures.
Executive Collaboration Collaborate with senior leadership to influence decisions impacting the workforce and overall business outcomes. Provide strategic HR advice that supports operational excellence and long-term success.
Growth Capacity and Management Prepare accordingly to manage growth. Growth in employee count, growth in business capabilities, growth in geographic responsibility.
ESG (Environmental, Social, and Governance) Support ESG initiatives by promoting responsible HR practices aligned with corporate sustainability and social responsibility goals. Contribute to training, reporting, and initiatives focused on environmental and social impact.