About the position
The Vice President/Sr. Vice President, Human Resource Business Partner (HRBP) for the Pioneering Business Unit Origination Teams will be a key driver of the people strategy for the origination team members of our Pioneering Business Units at Flagship. This role will have a dual reporting relationship to the Executive Partner, CHRO, and Executive Partner, Origination. In this role, the VP/SVP, HRBP will build and sustain relationships with their client group and the broader enterprise. The VP/SVP, HRBP will effectively influence analysis and decision-making in the areas of leadership, talent management and development, succession planning, change management, budgeting and compensation, work force planning, organization development and design, performance management, employee engagement, career ladders and competencies, employee relations and communications. The VP/SVP, HRBP will collaborate with the other HR Leaders to diagnose needs, develop, and deliver solutions to support our organization. The person in this role should have strong business acumen with proven ability to understand and align business needs with HR solutions to move the business forward in a changing environment. The ideal candidate will effectively influence analysis, accountability, and decision-making in many areas that impact our people. The VP/SVP, HRBP must have a demonstrated track record of effective coaching and strategic partnerships with senior leaders and their employees, proven leadership skills, an unusually strong ability to influence without direct authority, experience building teams and organizational design. The VP/SVP, HRBP should be able to demonstrate interpersonal awareness to effectively build and sustain strong client partnerships at all levels with trust and credibility to influence individuals and teams. The successful candidate will have the ability to identify and develop leaders and be effective in addressing change and transformation. Ability to analyze trends and use metrics to propose and develop solutions is also critical.
Responsibilities
- Serve as a strategic thought partner, change agent, and implementation advisor; be familiar with the strategic plans of the Pioneering Business Units to help managers translate the business strategy and goals into HR related practices.
- Guide and support senior management and their employees in developing sustainable programs, practices, and behaviors to drive significant cultural change and enhance employee engagement and development.
- Determine where to create unified and consistent programs and where to customize in partnership with other HR leaders.
- Influence and align senior business leaders in cases where there is disagreement on best path forward on items that go across Business Units.
- Coach and advise managers on the effectiveness of their teams, strategic business matters, talent topics and general HR issues.
- Help executives align manager and employee capabilities to the mid-to-long-term business needs.
- Partner closely with the Head of Learning & Org Development to develop and execute leadership development programs and processes.
- Partner with the TA and Executive TA team, assisting with a variety of matters to include interviewing, onboarding, immigration, etc.
- Manage the day-to-day Human Resources needs of the Origination Leaders and their teams including acting as a point of contact for people tools, processes and programs.
- Act as stewards of the employee experience and Flagship’s culture.
- In collaboration with L&D, design and deliver Manager Capability initiatives to further drive collective education and manager effectiveness.
Requirements
- Bachelor's degree with 15-25+ years experience in the HR field or Master's Degree and 10-15+ years of progressive HR experience.
Nice-to-haves
- Prior Pharma/Biopharma experience
- Organizational effectiveness experience
- Proven experience coaching and counseling all levels of staff on a wide variety of issues, and a thorough understanding of performance management systems
- Exceptional networking and relationship building acumen with a drive and exceptional ability to influence without authority and challenge senior leaders to create support for the best outcome across different perspectives
- Ability to translate business vision and strategy into an executable people agenda
- Ability to successfully communicate to a diverse audience
- Strengths in working in a highly matrixed environment, strong collaboration and influencing skills
- Employee relations experience managing complex workplace matters
- Exceptional judgement and passion
- HR leadership experience
