Job Description

POSITION SUMMARY:
The Senior Human Resources Business Partner will serve as a strategic consultant to internal client(s) and functional leadership team(s) on all human resources matters, translating business plans into talent and organizational plans. The incumbent is a strategic partner, developing and/or executing HR strategies in support of the overall business plan and strategic direction of the organization.

The Sr. Human Resources Business Partner is an experienced HR leader who has deep business acumen, strong core HRBP skills & capability and practical expertise in Product Operating models, Agile Methodologies and enterprise change management. Key areas of accountability include organizational design and development, talent strategy, leadership effectiveness, workforce planning, succession planning, change management, performance management, and HR consulting in pursuit of a best-in-class workforce and working environment. This key business partner enables superior performance by building organizational and leadership capability and performance.

ACCOUNTABILITIES:
Human Resources Business Partner:

• Participates in planning the strategic direction of client organizations and in developing long-range plans to achieve objectives.
• Partners with senior leaders to align people strategies with business priorities through organizational transformation & modernization. Develops a strong knowledge of the mission, business, diseases treated, etc. Identifies and addresses human resource issues significant to the achievement of those plans and objectives.
• Partners with Senior Leaders in managing the business and integrating the human resource function with business activities to provide value to the customer. Serves as a trusted advisor on organizational effectiveness, leadership capability, workforce planning and talent risks.
• Assists leaders in promoting proactive changes, which enables the organization to successfully address a rapidly changing external environment.
• Uses data, insights and external market trends to inform decisions and recommendations.

Transformation & Change Leadership:

• Partners with VP of HR and other senior business partners to lead the people strategy for large-scale enterprise transformations, including operating model shifts, restructures, digital modernization and cultural change.
• Partners with leaders to assess organizational readiness, understand stakeholder impacts & change risks, and adoption strategies.
• Coaches leaders through ambiguity, resistance, and organizational transitions.

Product & Agile Enablement:

• Supports, advises and consults with leaders to effectively transition to new operating models, and agile ways of working.
• Supports design of cross-functional product teams, role clarity, decision rights and talent models.
• Partners with leaders on skill assessment and capability building for product organization roles (e.g., Product Managers, Business Analysts).
• Helps shift leadership mindsets toward empowered teams, iterative delivery, accountability and customer-centric decision making.
• Supports performance and talent practices aligned to Agile environments.

Organizational Effectiveness:

• Assists senior leaders in ensuring effective communication, problem analysis and resolution.
• Partners with management to ensure that organization structure, design and staffing of position and utilization of human resources are effective and consistent with business needs. Clarifies structures, spans/layers, governance and accountability models. Provides periodic reports and data on a timely basis.
• Provides counsel to leaders on organizational design efforts - ensuring alignment to strategy, operating model and growth priorities -- to help increase overall organizational effectiveness and customer satisfaction.
• Drives change management to ensure organizational changes support speed, simplicity and customer value - ensuring our organization is consistent learning and growing.

Talent Leadership:

• In partnership with Talent Acquisition, manages the staffing process of assigned client organizations.
• Acts as a point of contact for Talent Acquisition to answer questions regarding compensation, equity analysis, workflow, and hiring decisions for client groups.
• Supports leaders in workforce planning including effectively identifying and planning for future talent needs and continually upgrading the talent brought into the organization, headcount budgeting and contingent worker engagement.
• Identifies capability gaps and creates workforce strategies to build workforce strategies to build future-ready talent. Leads succession planning, talent reviews and high potential development strategies.
• Supports and provides direction and knowledge of immigration practices, H1-B visa, and other work visas/work sponsorship issues.

Employee Relations:

• Anticipates, identifies and facilitates resolution of employee relations issues. Partners with legal resources as appropriate and necessary.
• Acts as an internal consultant, identifying and partnering with others as appropriate, in addressing issues and facilitating resolution (e.g. employee morale, interpersonal problems, work conditions, etc.).
• Counsels people leaders consistent with NDMP policies/practices, legal considerations, and company priorities - advocating both company and employee concerns.
• Balances strategic impact with strong operational execution.

Training and Development:

• Coaches and mentors leaders regarding talent and the development of leadership competencies and accountabilities.
• Coaches senior leaders on leadership effectiveness, team dynamics and strategic decision-making.
• Consults with people leaders on staff training and development needs.
• In conjunction with Talent Management, develops strategies to improve leadership training and development needs.

Reward Management:

• Partners with the Total Rewards function to develop innovative recognition systems which address the unique needs of the client organizations.
• Implements and communicates NMDP compensation and benefits programs to successfully attract, motivate, and retain required employees.

General Accountabilities:

• Provides leadership and/or serves as a representative of NMDP or divisional committees or task forces.
• Leads/participates in key projects and initiatives as required.
• Other duties as assigned.

REQUIRED QUALIFICATIONS:
Knowledge of:

• Knowledge and practical application of HR disciplines including employment and labor laws, management & leadership development, performance management, organizational design and compensation philosophies.
• Strong working knowledge of Product Operating Models and Agile Frameworks.
• Adaptive work style and strong business presence; ability to work effectively with senior members of the organization.

Ability to:

• Solve moderate to complex problems and manage multiple high-priority tasks.
• Takes ownership; able to establish self as the 'go-to' HR resource for client organizations.
• Demonstrated ability to understand the business and be able to balance human/organizational decisions with business considerations.
• Key skills and abilities include conflict management and negotiation, coaching, facilitation, presentation, process development, analysis and problem solving.
• Project and process management skills, demonstrated track record of delivering results.
• Exceptional communication, facilitation and relationship-building skills.
• Proficiency in MS Office products and HR systems.
• Strong analytics skills and demonstrated ability to use workforce data to influence decisions.
• Has a track record of demonstrating: strategic thinking and business acumen, change and learning agility, balance and collaboration.

Education and/or Experience:

• Minimum of a Bachelor's degree in Human Resources or a related field is required.
• 10+ years of progressive human resources, including Senior Human Resources Business Partner roles supporting executive leaders.
• Proven experience leading HR support during large-scale transformations (operating model, digital, M&A, restructures, modernization).
• Experience supporting technology, digital, product or innovation organizations.
• Demonstrated experience in change management, organizational design, talent strategy and executive coaching.
• The ideal candidate will have experience working in a high-growth, mission-driven organization, partnering with HR Centers of Excellence to drive best practice programs and processes.

PREFERRED QUALIFICATIONS:

• Master's degree is preferred.
• SPHR or SHRM-SCP certification a plus.
• Agile certification (Certified ScrumMaster, SAFe, Agile HR, etc.)
• Experience in complex, matrixed organizations or regulated industries.
• Background supporting enterprise-wide modernization efforts.

NMDP offers regular, full-time employees medical, dental, vision, life and disability, accident/critical illness/hospital, well-being, legal, identity theft and pet benefits. Retirement, paid time off/holidays, leave and incentive plans are also offered to eligible employees. Please reference this link for more information: NMDP Benefit Information