Director, Global HRBP Lead

We go where others won't, taking on some of the biggest public health challenges to protect and enhance millions of lives, and create a better, more secure world.Here, you will join passionate professionals who advance their scientific, technical and professional skills to develop products designed-to protect and enhance life.

Job Summary

The Director, Global HRBP (Global) acts as a strategic advisor to global functional business leaders, developing and executing people strategies that align with business priorities. This role partners closely with senior and/or executive leadership to deliver integrated and forward-looking HR solutions. The Director, HRBP diagnoses complex organizational needs, influences and leads talent and organizational strategies, and champions culture, performance, and capability-building across their client groups. In addition, this role may have direct reports.

Essential Functions

Strategic HR Leadership & Business Partnership

• Act as the primary HR partner for assigned global or functional business unit, owning the development and delivery of the end-to-end people strategy in alignment with the enterprise people strategy
• Serve on senior leadership teams contributing to the overall success of the client group goals and deliverables.
• Collaborate with HR COEs (Compensation, Employee Relations, HR Ops, etc.) to deploy enterprise programs effectively, ensuring all HR strategies are aligned with broader enterprise objectives
• Leverage data and workforce insights to inform and influence business strategies

In partnership with the client group leader, the Global HRBP delivers against HR strategy & Initiatives across multiple facets of HR:

Organizational Effectiveness & Change

• Design and lead change management strategies tied to business transformation, organizational redesign, and integration efforts
• Diagnose and address organizational effectiveness challenges; design and implement targeted interventions to improve team performance and alignment.
• Lead efforts to evolve team structure and operating models to align with changing business and needs

Leadership & Employee Development

• Build senior leadership high performing teams to advance business deliverables
• Serve as leadership coach to support the development of senior leadership members
• Lead the performance management, leadership assessment, and development planning processes within the client group
• Conduct high potential identification, succession planning, and development pipelines to ensure leadership continuity
• May recommend, implement, source and/or design tailored development programs, , and team effectiveness interventions aligned with business priorities and in partnership with VP, HRBP
• Hold leaders accountable for people development and fostering a high-performance, inclusive culture.

Talent Acquisition & Workforce Planning

• Own and drive the recruitment strategy and execution of all talent acquisition activities
• Lead workforce planning, succession planning, and organizational capability building across client groups.
• Partner with business leaders to identify talent gaps and implement strategies through hiring, development, and internal mobility.
• Guide career development and talent movement decisions, advising on potential, readiness, and role alignment
• Partner with functional leaders to support headcount planning.
• Influence career development strategies and talent movement decisions by advising leaders on career paths, potential, and fit

Employee Engagement & Employee Relations

• Shape and own the engagement strategy for the client group; analyze survey data, define priorities, and lead action plans with business leaders to strengthen retention, morale, and culture.
• Cultivate a positive employee relations environment in partnership with the Employee Relations team and senior leaders.
• Partner with the Employee Relations team on employee relations matters within the client group
• Advise management on sensitive employee matters, including performance, discipline, and exits, ensuring compliance and fairness.

Total Rewards

• Partner with Compensation to ensure equitable, market-competitive, and performance driven reward practices that are aligned with internal frameworks and external benchmarks
• Guide salary planning through the year-end compensation cycle

Operations

• Lead or contribute to global HR initiatives, including continuous improvement projects, and mergers, acquisitions, and divestitures activities. in
• Maintain current human resources knowledge to ensure company compliance with all federal, state, and local laws related to employment
• Ensure HR documentation/administration is fully compliant with SOX regulations

The above statements are intended to describe the nature of work performed by those in this job and are not an exhaustive list of all duties. Nothing in this job description restricts managements right to assign or reassign duties and responsibilities to this job at any time which reflects management's assignment of essential functions.

Minimum Education, Experience, Skills

Education

• Bachelor's Degree in Human Resources, Business Administration, Organizational Psychology, Organization Development, Communications, or related field (Master's degree preferred)
• HR Designation SHRM

Experience

• Over 12 years of broad-based HR experience, including 5+ years of management required; prior experience in life-sciences is preferred
• Proven success in translating business objectives to actional HR people strategy.
• Proven experience influencing and building strong business partnerships with senior-level stakeholders.
• Demonstrated ability in coaching and guiding leaders in managing complex organizational dynamics and leading through ambiguity.
• Experience in a fast-paced matrixed environment is a plus.

Skills

• Must be able to operate in a matrixed environment; multi-national organization
• Strong business acumen with ability to align HR strategies with business objectives
• Strong analytical, consulting, and project management, and change management skills.
• Excellent interpersonal, communication, and coaching abilities.
• Strong systems thinking and the ability to identify solutions and associated impacts.
• Ability to respond effectively to the most sensitive inquiries or complaints
• Demonstrated capabilities in decision quality and timely decision making
• Ability to navigate conflict and maintain constructive working relationships with people at all levels of an organization
• Knowledge of multiple human resource disciplines
• Ability to analyze complex data and provide recommendations
• Knowledge of federal and state employment and benefit laws

#remote

If the hiring manager expresses an interest in interviewing you for the open position, you must discuss your interest in the open position with your current manager prior to an interview being scheduled.

U.S. Base Pay Ranges and Benefits Information

The estimated annual base salary as a new hire for this position ranges from $168,000-$203,400. Individual base pay depends on various factors such as applicant's education, experience, skills, and abilities, as well as internal equity and alignment with market data. The salary may also be adjusted based on applicant's geographic location. Certain roles are eligible for additional incentive compensation, including merit increases, annual bonus, [and/or long-term incentives in the form of stock options.]

Additionally, Emergent offers a comprehensive benefits package*. Information regarding additional benefits can be found here: https://www.emergentbiosolutions.com/careers/life-at-emergent

(*Eligibility for benefits is governed by the applicable plan documents and policies).

If you are selected for an interview, please feel welcome to speak to a Human Resources Partner about our compensation philosophy and available benefits.