OverviewAs Bio-Rad enters its next chapter of growth, we are evolving how we operate to move faster, strengthen growth, and build on the strengths that got us here. This role is at the center of that work. As the senior HR leader supporting the COO, Global Commercial Operations, and Corporate G&A functions, you will shape how a large part of the company is organized, led, and staffed to deliver its plan.
Reporting to the CHRO and serving on the HR Leadership Team, you will be a trusted advisor to C-suite and senior leaders. You will turn business strategy into concrete decisions on structure, talent, and workforce investment. You will also lead a team of HR Business Partners and help it deepen its impact on the business.
This role calls for a leader who can work at both the strategic and operational level, shaping enterprise talent priorities with the CHRO and executive team while making sure HR programs are delivered flawlessly across a large, global, matrixed workforce.
What Success Looks Like in the First 12-18 Months
- Supported executives treat HR as a strategic partner in operating reviews and business decisions.
- Organization structures across supported groups are aligned to the strategy, with clear decision rights and fewer handoffs.
- Every critical role has a succession slate with ready-now coverage.
- A multi-year workforce plan, built jointly with Finance, links headcount and labor cost to the operating plan and productivity targets.
- HR Business Partners spend more of their time on strategic partnership, supported by strong service delivery and AI-enabled tools that simplify routine work.
Key Responsibilities:
Strategic Business Partnership
- Serve as the senior HR advisor to the COO, the head of Global Commercial Operations, and G&A function leaders and their leadership teams on organization, talent, and workforce strategy.
- Turn the operating plan into clear people priorities, with a point of view on where the organization should invest, simplify, or stop.
- Anticipate the people implications of growth, portfolio changes and evolving operational needs
- Partner with Finance on workforce planning and productivity measures tied to growth targets.
Organization Design & Workforce Planning
- Lead organization design and role architecture across supported groups to drive clarity, accountability, and speed.
- Build multi-year strategic workforce plans covering critical skills, location strategy, build/buy/borrow decisions, and the impact of automation and AI.
- Lead the people workstreams for acquisitions and integrations.
Talent, Leadership & Succession
- Own talent reviews and succession planning for senior leaders and critical roles, and build ready-now pipelines with leaders accountable for development moves.
- Partner with the Talent Acquisition, Talent Management, and Total Rewards Centers of Excellence on integrated solutions for critical and hard-to-fill roles across manufacturing, quality, commercial, and technical talent.
- Coach senior executives on leadership effectiveness, team performance, and succession readiness.
HR Operations & Execution Excellence
- Ensure disciplined execution of core HR cycles (performance management, compensation planning, talent reviews, and engagement) across a global, matrixed workforce.
- Partner with HR Service Delivery and the Centers of Excellence to build a scalable operating model that helps HR Business Partners focus on strategic work.
- Use people analytics (attrition, workforce cost, span of control, internal mobility, engagement) and AI-enabled tools to surface insights and speed up decisions.
- Simplify: find and retire low-value HR processes, reports, and approvals so leaders and HR Business Partners can spend their time on what moves the business.
- Ensure compliance with employment law and labor relations requirements globally.
Change, Culture & Engagement
- Lead change management for transformations, integrations, and system implementations, with clear communication and measurable adoption.
- Reinforce Bio-Rad27s culture and values, and build an inclusive environment where every employee can do their best work.
- Use engagement data to target action on retention, manager effectiveness, and the frontline employee experience.
Team Leadership
- Lead, coach, and develop a high-performing team of HR Business Partners, with clear priorities, performance expectations, and development plans.
- Strengthen the team27s business acumen, data fluency, and consulting skills.
- Work closely with peer HRBP leaders to keep HR practices consistent across the enterprise.
HR Leadership Team Contribution
- Serve as a member of the HR Leadership Team, shaping enterprise HR strategy, priorities, and program design.
- Give the CHRO a clear view of organizational health, talent risk, and leadership capability across supported groups.
- Represent HR in executive business reviews, operating reviews, and planning sessions.
Qualifications:
- Bachelor27s degree.
- 15+ years of progressive HR experience, including 5+ years leading HR Business Partner teams at a senior level.
- Proven record of advising C-suite executives, with the credibility to challenge and influence them.
- Experience leading organization design, workforce planning, and organizational change in a growth or transformation setting.
- Experience in a matrixed, global organization spanning multiple business units and geographies.
- Working knowledge of employment law, compensation and incentive design, and HR compliance in the U.S. and internationally.
Ways to Stand Out
- MBA or a master27s degree in human resources, organizational psychology, or a related field.
- Experience in life sciences, clinical diagnostics, biotech, pharmaceuticals, or medical devices.
- Hands-on M&A experience, including due diligence, integration, or carve-outs.
- Experience applying people analytics and AI tools to HR decisions.
Key Competencies
- Enterprise and financial acumen: understands the P&L drivers, and the operating plan
- Strategic influence with senior executives
- Organization design and change leadership
- Data-driven judgment, with an AI-first approach to HR work
- Talent development and succession planning
- Collaborative leadership in a matrix
- A bias for simplicity, including knowing what to stop doing
Travel
- Approximately 15 625%, including international travel.
Total Rewards Package: At Bio-Rad, we27re empowered by our purpose and recognize that our employees are as well. That27s why we offer a competitive and comprehensive Total Rewards Program that provides value, quality, and inclusivity while satisfying the diverse needs of our evolving workforce. Bio-Rad's robust offerings serve to enrich the overall health, wealth, and wellbeing of our employees and their families through the various stages of an employee27s work and life cycle.
Benefits: We27re proud to offer a variety of options, including competitive medical plans for you and your family, free HSA funds, a new fertility offering with stipend, group life and disability, paid parental leave, 401k plus profit sharing, an employee stock purchase program, a new upgraded and streamlined mental health platform, extensive learning and development opportunities, education benefits, student debt relief program, pet insurance, wellness challenges and support, paid time off, Employee Resource Groups (ERG27s), and more!
Compensation: The estimated base salary range for this position is $278,000 to $382,000 at the time of posting. Actual compensation will be provided in writing at the time of offer, if applicable, and is based on several factors we believe fairly and accurately impact compensation, including geographic location, experience, knowledge, skills, abilities, and other job permitted factors. This position is eligible for a variable annual bonus, which is dependent upon achievement of your individual objectives and Company performance.
