Sr Manager, HRBP Oral Care

Perrigo•Kentwood, MI

4d•Hybrid

About The Position

At Perrigo, we are driven by our mission to Makes Lives Better Through Trusted Health and Wellness Solutions, Accessible to All. Help us do it. The Senior Manager, Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to business leaders, driving organizational effectiveness, talent strategy, workforce planning, and employee engagement. This role partners closely with leadership teams to align people strategies with business objectives, foster a high-performance culture, and support the organization's growth and innovation agenda within the oral care industry. The Senior HRBP provides consultative leadership across talent management, organizational design, change management, employee relations, succession planning, leadership development, and workforce optimization. The role collaborates with Centers of Excellence (COEs) and HR Operations to deliver solutions that enhance business performance while ensuring compliance with employment laws and company policies. This position is based in our Kentwood, Michigan office and includes direct leadership responsibility for team members in the United States and China, as well as oversight of employees across Europe.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.
8+ years of progressive Human Resources experience, including significant HR Business Partner experience.
3+ years of experience supporting senior leaders in a strategic HR capacity.
Demonstrated experience in talent management, organizational design, leadership coaching, and change management.
Strong knowledge of employment law and employee relations practices.
Proven ability to influence and build credibility with leaders at all levels.
Experience utilizing HR metrics and analytics to drive business decisions.

Responsibilities

Advise senior leaders on workforce strategy, organizational design, succession planning, and talent development.
Translate business priorities into actionable HR strategies that improve performance, engagement, and capability.
Provide data‑driven insights using workforce analytics, dashboards, and trends to guide leadership decisions.
Lead the business unit through performance cycles, talent reviews, and succession planning.
Support leaders in identifying high‑potential talent and building development plans.
Partner with Learning & Development to address capability gaps and build leadership pipelines.
Support compensation and rewards processes in partnership with Total Rewards teams.
Ensure workforce decisions align with business strategy and company values.
Support organizational changes such as restructures, workforce transitions, and culture initiatives.
Provide change management guidance to leaders to ensure smooth implementation and employee adoption.
Use data and feedback to identify organizational health issues and recommend interventions.
Provide guidance and support on employee relations matters, workplace investigations, conflict resolution, and policy interpretation.
Promote an inclusive, respectful, and high-performing workplace culture.
Partner with leaders to enhance employee engagement and address organizational health opportunities.
Ensure consistent application of company policies and practices.
Ensure compliance with federal, state, and local employment laws and regulations.
Mitigate organizational risk through proactive employee relations and workforce management practices.
Partner with Legal and Compliance teams on complex employee matters as needed.