Director, Human Resources Business Partner

Overview

Be Seen and Heard at EyePoint

 

At EyePoint, leadership trusts our employees to get the job done. The patient-centric and award-winning approach we’re taking in business fuels our:

• Focus on science and innovation, we aim to offer a lifetime of clearer vision
• Fommitment to developing and commercializing innovative therapeutics to improve the lives of patients with serious retinal diseases
• Delivery of innovative therapeutics to protect vision, specializing in sustained-release treatments for serious retinal diseases.

 

We See You.

 

Your wellbeing

Your professional worth

Your future at EyePoint

 

EyePoint offers robust total rewards in a science-based entrepreneurial culture that empowers curiosity and innovation to help catapult your career. There’s space for every voice and perspective to be heard in our on-site and remote environments where a variety of strengths and diverse backgrounds are connected.

 

Job Overview

Reporting to the Chief People Officer, the Director, Human Resources Business Partner (HRBP) provides HR leadership and consultation to client groups within multiple functions, including Discovery & Development, Clinical & Medical Affairs, Program Management and Regulatory. The HRBP is a trusted advisor to leaders, providing expert HR advice and advanced solutions that enable the achievement of business strategies by leveraging a significant understanding of the operating environment. This role drives talent management and helps architect and manage organizational change. The role is responsible for the delivery of HR programs and services such as talent/career development, manager coaching and consultation, employee relations, and performance management.

Responsibilities

Your role

• Provides strategic HR leadership and expert guidance to assigned client groups, along with consultation and delivery of HR programs and services that align with business objectives.
• Leverages previous experience and data to provide critical insights into business and talent trends that inform the overall business and HR priorities. Provides insights in a simple, creative, and relevant way that challenges current thinking, informs business decisions, and demonstrates the impact to business outcomes
• Proactively defines, builds, and implements value-added HR strategies and solutions
• Advises functional leaders in solving complex issues related to organization design, people development, and change leadership
• Establishes strategies to enable the business to attract, develop, and retain high-quality talent at all levels to support growth objectives, identify opportunities, and align business strategies 
• Leads the strategic workforce planning efforts to ensure the people and talent strategy is aligned with the organization's long term strategic plan (identification of long-term capability needs, talent acquisition and succession planning)
• Build strong partnerships within the HR team to enhance the function’s effectiveness in providing solutions to key business needs and to roll out corporate-wide programs that enhance the overall employee experience and support growth and success of overall business strategy
• Works with clients to implement and manage key HR processes, such as year-end performance management (performance assessment, calibration, and compensation planning)
• Partners with Talent Acquisition (TA) to ensure TA strategy is in place to deliver on key hires and growth plans

Qualifications

What You Bring

 

Education and Experience:

• Undergraduate degree in Human Resources or related, relevant discipline, MA preferred
• Requires 10+ years of HR experience preferably in a biotech or life sciences high growth organization
• SHRM - PHR preferred
• Proven understanding of Employee Relations and HR Functioanal knowledge

 

Knowledge And Skills

• Experience developing and implementing HR strategies
• Track record of developing strategic workforce plans, from conception to implementation
• Highly experienced in talent management, succession planning, and career growth and development
• Strong experience managing and/or leading culture and change management or organizational effectiveness initiatives
• Experience and expert understanding of management development, employee relations, data and analytics

 

Traits And Qualities

• Ability to influence positively including in situations without direct authority
• Ability to work independently and collaboratively, in a matrix team environment consisting of internal and external