Senior Director, People Business Partner

Working at Real Chemistry and in the healthcare industry isn’t just a job for us. We got into this field for different reasons, but we all stay for the same reason – to uncover insights, make meaningful connections, infuse creativity, and improve the patient experience by transforming healthcare through AI and ideas.

Real Chemistry creates the world around modern therapies with over 2,000 talented professionals, and for the last 20+ years has, carved out its space at the intersection between healthcare, marketing and communications, data & AI, and the people at the heart of it all. We work with the top 30 pharma and biotech companies and are built for uncommon collaboration—we believe we are best together, bring together experts from a wide range of disciplines collaborate without barriers under a single, unified mission: to transform what healthcare is to what it should be. This one-of-a-kind model allows us to work in a way that better reflects how people experience healthcare—all with the intent to transform healthcare from what it is to what it should be. But we can’t do it alone – you in?

The Senior Director, People Business Partner plays a crucial role in aligning business objectives to employee strategies in our communications Capability Area (CA) and across Real Chemistry.  This CA is over 400 strong with a large US-presence and a growing global presence.  This role will serve as a strategic consultant to business leadership as well as a thought-partner within the HR team and to the Co-CPO.  This role will successfully build partnerships and collaborate across HR CoEs and other internal functions (finance, resource management, talent acquisition) to deliver value-added service to management and employees that supports organizational business objectives. This role will manage one-direct report and work closely with global HR team to support the business.

This is a hybrid role, based in any of our US offices—including New York City, Boston, Chicago, Carmel, or San Francisco—or remotely within the US, depending on team and business needs. East Coast preferred

Key Responsibilities:

Strategic Partnership:

• Provide strategic input on workforce planning, talent management, and organizational design.

• Collaborate with senior business leadership to align HR strategies with business goals.  Attending senior leadership strategy meetings and representing People function at leadership meetings including strategic planning sessions, financial reviews, staffing, etc

• Leverage our CoE model and internal experts to support the people strategy of the capability area.

Employee Relations & Retention:

• Address and resolve employee relations issues, conduct thorough investigations, and ensure compliance with company policies and relevant laws working closely with our HR Operations COE, legal partners and people managers.

• Develop and implement effective employee retention strategies to enhance employee engagement and identify trends/areas for improvement.  Work closely with leadership to deliver results, recommendations and recognize employees.

• Foster a positive organizational culture and work environment that aligns with company values and enhances employee engagement.

Talent Management:

• Conduct comprehensive talent assessments to identify high-potential employees and key competencies required for future impact and success.  This includes facilitating regular talent reviews with senior leaders  to assess readiness for advancement and to identify critical development needs.

• Implement succession planning frameworks to ensure a strong internal pipeline of talent for critical roles and ensure we have bench strength in critical roles.

• Creation of personalized development plans for key talent working with L&D COE and business unit leadership to prepare them for future roles within the organization.

• Work closely with L&D COE to develop, support and implement training and development programs to enhance employee skills and performance across all levels of the business.

Performance Management:

• Work closely with Performance Management work group. Guide managers in performance management processes, including setting objectives, conducting appraisals, and providing feedback.

• Implement performance improvement plans when necessary.

Change Management:

• Lead and support organizational change initiatives, ensuring smooth transitions and employee engagement.

• Develop change management strategies to address the human side of change.

• HR Insights and Technology: Utilize HR metrics and analytics to drive d