Human Resource Strategist

Job Overview

The Human Resources Business Partner plays a pivotal role in planning, aligning, and implementing the organization's human resource strategy to assigned product lines/departments.

This ensures alignment with their current and future business objectives.

• Providing oversight of human resource functions including Organizational Effectiveness, Workforce Planning and Talent Management, Total Rewards, Employee Relations, and Health and Wellness.
• Supporting people leaders to ensure consistency with the organization's overall HR strategy.

• Implement organizational structure.
• Develop and advocate strategies to enhance employee engagement and experience.
• In partnership with business leaders, support and define cultural engagement and change management initiatives.
• Promote ongoing feedback mechanisms for employees to influence the continuous improvement of our employee experience.
• Identify and assess HR risk factors and develop initiatives that will minimize or mitigate impact on the organization.
• Diagnose team dynamics that are the root of team dysfunction and develop/implement team-based interventions designed to improve team effectiveness.
• Partner with line managers to conduct job analyses for new jobs or job re-design and ensure alignment to organizational strategy.
• Craft clear communications that enhance employees' affiliation with the organization and evaluate their success.
• Act as a change champion for the organization.

• In conjunction with managers, measure gaps in current talent needs and create a future-focused workforce plan.
• Execute the workforce plan with sound project management principles; provide oversight of the talent acquisition lifecycle and ensure alignment with organizational strategic objectives.
• Coach leaders to hold effective career development conversations, provide positive and constructive feedback, and recognize and engage team members.
• Execute measures to retain top talent, including stay and exit interviews.
• Coach managers in how to set goals and expectations with employees and analyze gaps between individual performance and expectations.
• Support managers in the succession planning process; in conjunction with the VP, People & Culture, develop and implement an effective program for the early identification and tracking of leadership talent.

• Support the Sr. Total Rewards Data Specialist (STDRS) in developing and executing equitable and effective total rewards structures.
• In conjunction with STDRS, support the annual merit increase, universal bonus program, and promotion cycle.

• Act as the expert on EU legislation and provide support and guidance to HR product line support and People Operations team in setting up and administering programs and policies.
• Support Diversity, Equity, and Inclusion initiatives.
• Conduct case investigations; manage conflict resolution and issue disciplinary action when required.
• Provide oversight of employee leaves/absence management and liaise with case management providers as needed.
• Provide support regarding involuntary/voluntary terminations.

• Maintain knowledge of legislation, regulations, and standards regarding workplace health and safety and ensure organizational compliance.
• Support the Global Health and Wellness Committee as a HR Representative to ensure a safe and healthy workplace by encouraging safe work habits and education.
• Provide oversight of disability management.

• Experience working in a global or multi-country organization, particularly within the life sciences, pharmaceutical, or contract research industry.
• In-depth knowledge of HR policies, practices, and labor laws specific to European countries (with a focus on UK, Netherlands, Germany, Poland, Romania, Hungary).
• Demonstrated experience in talent management, including succession planning, performance management, and employee development.
• Fluent in the reading, writing, and speaking of English (additional language skills are preferred).
• Knowledge of organizational design and change management processes.
• Strong interpersonal skills with the ability to build relationships across all levels of the organization.
• Experience in coaching and advising senior managers and leaders in HR-related matters.
• Proven experience in managing HR projects (e.g., employee engagement, leadership development programs, organizational change) from conception through execution.
• Strong organizational skills with the ability to manage multiple priorities in a fast-paced environment.