Summary of Position:We are seeking a dynamic and analytical HR leader to serve in a newly created hybrid role that combines Human Resources Business Partnering with Total Rewards Analytics. This position will play a critical role in driving talent and organizational effectiveness while providing strategic insights to support compensation, workforce planning, and broader people-related decisions.
The ideal candidate will be equally comfortable consulting with business leaders on talent matters, supporting employees across a range of HR needs, and leveraging data to assess compensation programs, workforce trends, and Total Rewards effectiveness. Working closely with business leaders, the Senior Director of HRBP, the Head of HR and HR Team, this role will identify talent and organizational needs and help shape and deliver programs and solutions across talent management and development, organizational effectiveness, employee engagement, and performance management that strengthen team effectiveness and foster a high-performing culture and organizational performance.
This opportunity is ideal for a professional who enjoys balancing people strategy with analytical rigor and wants to make a significant impact within a growing life sciences organization.
Responsibilities:Human Resources Business Partner - Partner with leaders and employees across assigned functions, building strong relationships and a deep understanding of business priorities, organizational needs, and talent to ensure HR programs and initiatives are aligned with corporate goals and objectives.
- Provide day-to-day HR guidance and coaching to managers on employee relations, performance management, organizational effectiveness, talent development, employee engagement, and other talent matters.
- Support ongoing talent and performance management processes, including goal setting, performance reviews, talent assessments, succession planning, and development planning.
- Partner with HR Team and business leaders to identify opportunities and implement solutions to strengthen employee engagement, organizational effectiveness, and the overall employee experience.
- Collaborate across the HR team to develop and deliver broader talent, learning and development, and culture initiatives aligned with organizational priorities.
- Support organizational changes and other business initiatives by helping leaders assess talent implications and assist with developing communication and change plans.
- Provide thoughtful guidance on HR policies, practices, and programs while balancing employee needs, business objectives, and appropriate risk management.
- Maintain a strong understanding of applicable employment laws, regulations, and HR best practices.
Total Rewards Analytics- Partner closely with the Head of HR to provide data-driven insights and recommendations on compensation and total rewards strategy.
- Conduct market benchmarking and compensation analyses, including base pay, incentive compensation, and equity programs.
- Analyze internal pay data to support pay equity, competitive positioning, and compensation planning activities.
- Develop and maintain HR and Total Rewards dashboards, reports, and metrics.
- Evaluate compensation trends, workforce costs, turnover, retention, and other key people metrics.
- Support annual compensation planning processes, job architecture initiatives, and market pricing activities.
- Prepare executive-level presentations and reports that translate complex data into actionable business insights.
Data Analytics & Strategic Projects- Leverage artificial intelligence, HRIS and other tools to generate meaningful workforce insights - identify trends, patterns, and predictive insights related to compensation, benefits, talent retention, workforce planning, and employee engagement.
- Partner with HR and business leaders to develop data-driven recommendations using predictive analytics and workforce insights.
- Ensure responsible, ethical, and compliant use of AI technologies in accordance with company policies and applicable regulations.
- Identify trends and opportunities through data analysis and present findings to HR and business leaders.
- Support strategic HR initiatives, including talent reviews, organizational effectiveness assessments, and employee engagement programs.
- Drive continuous improvement through process enhancements and data-informed decision-making.
Experience & Education:- Bachelor's degree required, degree in Human Resources, Business Administration, or a related field preferred.
- Experience within biotechnology, pharmaceutical or life sciences is required.
- Minimum of 7 years of progressive Human Resource experience, including at least 3 years in an HR Business Partner capacity.
- Demonstrated experience in both HR Business Partnering and compensation, Total Rewards, or people analytics.
- Advanced proficiency in Microsoft Excel and HR reporting tools.
- Experience working with HRIS platforms and workforce analytics systems.
- Experience utilizing AI-enabled tools and technologies to enhance HR analytics, workforce planning, compensation analysis, and decision-making.
- Experience supporting leaders and employees across a broad range of HR matters, including performance management, employee relations, talent management, employee engagement, and organizational effectiveness.
- Demonstrated experience with compensation programs and analysis, including market benchmarking, compensation planning, job evaluation, and/or salary structure analysis.
- A well-rounded HR background with experience working across multiple HR disciplines in a lean, collaborative environment is preferred.
Skills and Abilities:- Advanced analytical and problem-solving capabilities with a demonstrated ability to identify trends, risks, and opportunities.
- Strong business acumen, with the ability to translate business priorities into effective people strategies, programs, and solutions.
- Excellent interpersonal and relationship-building skills foster credibility and trust with leaders and employees at all levels.
- Sound judgment in navigating sensitive and complex employee matters with discretion and professionalism.
- Skilled at managing multiple priorities, adapting to evolving business needs, and operating effectively in a fast-paced environment.
- Collaborative, flexible, and comfortable contributing across HR disciplines and beyond defined areas of responsibility as business needs evolve.
- Exceptional written and verbal communication skills, conveying information clearly, thoughtfully, and credibly across all levels of the organization.
- Strong analytical capabilities in interpreting HR and compensation data, identifying trends, and translating findings into practical insights and recommendations.
- Strong attention to detail, balanced with broad and strategic thinking.
The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position.
