Associate Director, HR Business Partner - Corporate Functions
Compensation: $144,310.00 - $144,310.00 /year *
Employment Type: Full-Time
Industry: Human Resources
Loading some great jobs for you...
Position Summary Known for its scientific and operational excellence, Regeneron is a leading science-basedbiopharmaceutical company that discovers, invents, develops, manufactures, and commercializes medicines for the treatment of serious medical conditions. Regeneron commercializes medicines for eye diseases, high LDL-cholesterol, atopic dermatitis and a rare inflammatory condition and has product candidates in development in other areas of high unmet medical need, including rheumatoid arthritis, asthma, pain, cancer and infectious diseases. Summary Regeneron has grown very rapidly over the last 5 years. Not only have we grown over 500% --and now have close to 8000 employees -and commercially launched 4 new therapeutics, we have also been building the corporate functions and infrastructure that supports our Research, Development, IOPS and Commercial teams. The corporate functions have a foot print in the US, the UK and Dublin. Given the ongoing growth, key areas of HR support for this team include workforce planning, talent management, culture and employee engagement. Our corporate functions provide the right support to enable the outstanding innovation in research, the ability to develop over 20 products in the clinic, enable our production of high quality product for our patients and support our in-house and field commercial teams. The corporate (G&A) functions at REGN include areas such as Finance and Accounting, Legal, Corporate Communications, Strategic Sourcing and Procurement, Real Estate and Facilities, IT and HR. As Regeneron has grown and evolved, so has the HR function. We are on a several year journey and our on-going HR evolution is an investment in our own function -with a long term goal of HR having an even bigger impact on Regeneron's workforce & talent management practices and employee experience. We are investing in and implementing two foundational technologies (WorkDay and a centralized HR service center), creating an integrated Talent Management Center of Excellence and building our HR Business Partner capability to deliver more strategic HR support to our leaders. This HR role is a senior member of the G&A HR Business Partner team. This team supports 900+ employees and works collaboratively with each other and the HR Centers of Excellence (Talent Management, Total Rewards and HR Operations) to understand the strengths and the gaps across G&A and ensure HR can create programs and solutions that meet their business needs. HRBP's develop solutions to solve G&A business challenges in order to increase their ability to deliver on their everyday goal--supporting the teams that take Science to Medicine. You will be an advisor to executives, managers and employees on organizational and HR-related issues, including but not limited to workforce planning, talent acquisition and development, change management, organization design and effectiveness, employee engagement, employee relations, and performance management, to promote and maintain REGN's high-performance culture, the Regeneron Way. Key to this will also be your ability to quickly develop trusted relationships with people at all levels across G&A as well as within the HR team. You have to be comfortable with challenging the status quo in a growing team and be very comfortable with toggling back and forth between excellent tactical execution and making sure there is a sound and longer-term strategy behind all of our work and the solutions. The incumbent acts as a champion and a coach for the business, monitoring the effect of business decisions on people, and translating business needs to the HR COE's--and vice versa. Responsibilities o Works with clients to help solve any people related issues, keeping in mind precedence and business needs. This includes partnering with internal HR experts (as needed) on employee relations, compensation, manager employee relations, leadership development, benefits, succession planning, employee development needs, etc. o Provides coaching to executives, managers and employees, with an emphasis on the helping the person understand what their options are for each situation and how demonstrating the Regeneron Way (our cultural values) can help drive their success. o Acts as the lead translator of business needs to the rest of the HR team to help shape company-wide HR systems and solutions. o A key focus will be on identification of key talent and developing a plan to either develop and or bring in those people to fill those talent gaps. Partners with Talent Acquisition and client groups to identify current and future talent needs. Clarifies the technical skills and behaviors that are critical for success. Participates in interviews for key positions (generally Assoc Dir and above), as well as the candidate debriefs. o Onboarding: Partners with hiring managers to support successful onboarding of new managers and leaders; may facilitate new leader ease-in sessions. o Learning & Organizational Development: Identifies needs (individual, team and department levels) within client areas and partners with L&OD to design solutions that will address business needs. Will be expected to be part of the design and delivery of the solution with L&OD. o Total Rewards: Partners with this team to define new roles, identify external comparable/market value of positions, implement annual pay for performance, market adjustments, and other reward and recognition programs, as well as developing, revising, and communicating career matrixes. o Employee Engagement: Uses Regeneron survey data results to help managers own and develop action plans that support their business and people needs. o HRBP team: Is an active contributor to an HRBP team that shares best practices and balance the needs of their own client group with the needs of the overall business. o Overall: Everything you do should directly support the capabilities of your client groups to meet their current and future business goals. #LI-LC1 Requirements: o Minimum of bachelor's degree in a scientific discipline or HR related discipline; advanced degreesuch as MBA, or Master's in Organization Development or Human Resources is preferred. o Minimum 10 years' experience in our industry: pharma/biopharma/biotech in an HR or management role. Experience supporting or working directly in a G&A organization is strongly preferred. o Must have experience working with senior management, technical leaders, and technical staff in the biotech/pharmaceutical sectors. Must know and understand the basics of the drug development business. o Must have expertise in talent acquisition and talent development o Prior experience with Korn Ferry (previously Lominger) Leadership tools is a strongly preferred o Demonstrated track record of taking initiative, ability to get things done with a minimum of noise and the ability to prioritize the essential over the non-essential. o This role is both diagnostic and solution driven, so the ability to take a step back and do root cause analyses, and then using data to deliver pragmatic solutions are critical for success in this role. o Demonstrates a strong preference and ability for quantitative and qualitative data analysis, and be comfortable with a variety of technology, systems and data. This includes being agile with Microsoft Suite products, HRIS systems, and other people related systems (Korn Ferry/Lominger) o Must be learning agile and able to deal with ambiguity, and able to quickly translate complex people and data issues into clear and coherent solutions. o Must be able to actively negotiate and influence others, demonstrating courage and the ability to effectively push back on "that's the way we have always done it". Can identify the "third way" that can meet all party's needs. o Basic understanding of HR legal compliance requirements 17279BRSalary Range: NAMinimum Qualification11 - 15 years
Associated topics: associate director, chief human resource officer, chro, director, head, lead, leadership, manager, monitor, president
* The salary listed in the header is an estimate based on salary data for similar jobs in the same area. Salary or compensation data found in the job description is accurate.
Loading some great jobs for you...