Dir/ Sr Dir, Business HR

Dir/ Sr Dir, Business HR

Syneos Health® is a leading fully integrated biopharmaceutical solutions organization built to accelerate customer success. We translate unique clinical, medical affairs and commercial insights into outcomes to address modern market realities.  

Every day we perform better because of how we work together, as one team, each the best at what we do. We bring a wide range of talented experts together across a wide range of business-critical services that support our business. Every role within Corporate is vital to furthering our vision of Shortening the Distance from Lab to Life®.

Discover what our 29,000 employees, across 110 countries already know.

WORK HERE MATTERS EVERYWHERE

Why Syneos Health

• We are passionate about developing our people, through career development and progression; supportive and engaged line management; technical and therapeutic area training; peer recognition and total rewards program.
• We are committed to our Total Self culture – where you can authentically be yourself. Our Total Self culture is what unites us globally, and we are dedicated to taking care of our people. 
• We are continuously building the company we all want to work for and our customers want to work with. Why? Because when we bring together diversity of thoughts, backgrounds, cultures, and perspectives – we’re able to create a place where everyone feels like they belong. 

Job Responsibilities

Core Responsibilities

• HR Consulting & Coaching
  • Provides HR consulting and coaching to leaders on significant people and cultural issues.
  • Offers expert guidance on employment practices including hiring, termination, performance management, and rewards in partnership with COEs
  • Supports leaders in applying policies, procedures, and effective leadership behaviors.
• Organizational Change & Talent Integration
  • Enables business change by supporting organization design, restructuring, and workforce transitions.
  • Leads or contributes to the HR components of integrations related to mergers and acquisitions.
  • Helps assess talent impacts, communication needs, and change readiness.
• HR Program Advocacy & Execution
  • Communicates the business value and purpose of HR programs and initiatives
  • Supports program deployment to maximize adoption and minimize business disruption.
• Acts as an advocate for HR initiatives, ensuring alignment between HR strategy and business needs.Talent Management & Workforce Planning
  • Partners with business and HR teams on workforce planning, succession planning, and high‑potential talent development.
  • Understands the BU’s operating environment and apply awareness of the BU’s goals and objectives when designing workforce plans.

Synthesizes talent, business, and financial considerations to inform talent decision making and prioritization.

• Supports recruiting strategies and assists in key selection activities as appropriate.
• Helps identify critical talent gaps and proposes solutions to address them.

• Operational Contribution
  • Contributes input to operational plans, with measurable impact on short‑term (12‑month) departmental goals.
  • May manage defined HR processes, programs, or projects within an established budget.
  • Implements improvements to systems, processes, or practices to enhance HR or departmental performance.
• Strategy-Setting Leadership
  • Leverages performance management insights and analytics to create the talent development plan based on discussions and template from COE.
  • In collaboration with the People Services Network partners to include business challenges and translate them into workforce plans
  • Identifies talent gaps, proposes and implements changes necessary to cover risks.
  • Understands talent data e.g. assessments, turnover, exit data, TA feedback, hiring feedback, engagement survey, etc.
  • Strongly understands the business to support HR and leaders in the business.
• Key Initiatives
  • Understands the BU’s operating environment and applies awareness of the BU’s goals and objectives when designing workforce plans
  • Supports work with the Talent COE to translate identified BU lessons learned from talent needs into enhanced workforce planning & development strategy and plans.
  • Synthesizes talent, business, and financial considerations to inform talent decision making and prioritization.
  • Connects with People Services Network partners and HRBP colleagues to collaborate and leverage experience to further HRBP work without duplication.
  • Supports key business initiatives and leads o