Sr. HR Business Partner

Company Description

Sirtex Medical is a global healthcare business with offices in Boston, Sydney, Germany, and Singapore, working to improve outcomes in people with cancer. Our current lead product is a targeted radiation therapy for liver cancer called SIR-Spheres® Y-90 resin microspheres. More than 100,000 doses have been supplied to treat patients with liver cancer at more than 1,300 medical centers in over 50 countries. We’re a fast-growing dynamic organization and we seek an experienced Sr. Business Analyst to help us with our growth. 

At Sirtex, we’re transforming our industry through our leadership with interventional oncology and being a values-led company. To do this, we empower our people to realize their potential through life-changing work. We offer stimulating careers and development, encourage innovation, and strive for excellence in everything we do. We will always foster a diverse and inclusive workplace, in which our global teams are united by an unwavering commitment to improve the quality and longevity of patients’ lives by providing innovative interventional oncology solutions.

Here, you will be a vital contributor to our inspiring and bold mission.

Job Description

SCOPE:

The Sr. Human Resources Generalist is responsible for working collaboratively to provide HR support across a broad range of Human Resources activities including employee relations, performance management, compensation, employee benefits, organizational design, training and development and workforce analytics.  The activities will relate to the tactical execution of HR initiatives such as workforce planning, data analytics and reporting, employee experience, talent development, compensation & benefits and leave of absence management.

This is an on-site position.  Role requires a minimum of 3 days on site per week, with the flexibility of 2 days remote. 

PRIMARY RESPONSIBILITIES:

HR Business Partner

• Serve as trusted business partner and provide clear and effective counsel to business leaders on people-related issues including performance management, employee relations, and organizational design.
• Timely and comprehensively resolve employee-related issues, conducting thorough investigations in collaboration with business leaders.
• Execute on all aspects of the talent lifecycle and proactively identify and analyze talent issues before they impact the business.
• Partner with Talent Acquisition and assist in recruitment, selection, employee contracts and onboarding.
• Works closely with functional leaders to provide strategic advice and guidance on workforce planning, workforce trends, hi-potential employee development, retention risks and succession planning.
• Serve as a motivator for change, devising and communicating solutions as they relate to continuous improvement initiatives.
• Assist with expatriation and repatriation requirements and processing.
• Work with the Global Human Resources team to develop and implement programs, infrastructure and tools to support the growth of Sirtex within the Americas region.

Compensation and Benefits

• Support the design and administration of Sirtex’s compensation programs, including base pay management, incentives, recognition, and other variable compensation plans.
• Prepare modeling and provides analytical support in the design, planning, development and implementation of compensation programs, policies, and procedures.
• Monitor, evaluate and recommend cost efficient enhancements to the benefit programs, including insurance programs, retirement plans, and time-off policies.
• Support the annual benefit renewal process and offer recommendations that balance business needs with the interests of employees.
• Support the global performance management and salary planning process, including annual calendar development, communication schedule, training schedule, and execution through completion (in partnership with HR Business Partners).
• Serves as a leave of absence administrator and subject matter expert and provides guidance on all FMLA, PFMLA, and ADA requests according to Federal, State, and Local Laws.

Workforce Intelligence

• Create custom/relevant reports organizing the data in a meaningful manner that will support the business and decision making - and maintain standard reporting for easy retrieval of key metrics and data points.
• Continuously improve the quality of HR data and processes to ensure meaningful and trustworthy business metrics and a positive employee experience including identifying opportunities for automation, manager, and employee self-service
• Drive innovation and transformation in HR functions and processes, leveraging data insights to lead to profita