Job Summary

The Human Resources Director, Corporate Functions serves as a key business partner, and trusted advisor, partnering with senior leaders at Avantor. In addition to partnering with these senior leaders, the Human Resources Director will also support their global leadership teams, to maximize achievement of short and long-term business goals.

This role will also support the HR service delivery model by collaborating with other HRBPs and HR Centers of Excellence (COE) to ensure effective execution of programs and initiatives focused on diversity, equity, and inclusion, talent acquisition, performance management, talent development, and total rewards. This position will report to the VP of Human Resources, Corporate Functions.

What we’re looking for:

Education:

• Bachelor’s degree and 10+ years of progressive experience in HR 
• Master’s degree and 8+ years of progressive business management experience, with exposure to high performing organizations, including best practices in HR
   

Experience:

• Previous experience supporting global supply chain, manufacturing, and / or distribution organizations

Preferred:

• Master’s degree in Business, I/O Psychology or Human Resources 
• Successful track record as an HR Director
• Previous HR leadership roles in a high-growth, fast-paced business
• 5+ years of experience in providing work direction and leadership to people and teams
• Experience in HR strategy development and execution
• Experience in a global, matrix management structure 
• Experience in a biopharmaceutical or related life sciences industry
• Excellent oral and written communication skills
• Workday experience, Intermediate to Expert MS Office Suite skills

Who are you:

• Business acumen: Good business sense and judgement reflected in key decisions made.
• Problem solving: Well-honed analytical and problem-solving skills. Creative, risk-taking and results oriented mindset. 
• Influencing: Communicates with impact. Uses tailored communication and creates authentic and trusting relationships to influence clients, especially related to organizational planning & design. Confidence in own ideas as demonstrated by external conference speaking engagements, published articles, participation in panel discussions, industry association work, or teaching. 
• Consulting: Strong coaching, consulting, and facilitation skills.
• Leadership: Demonstrated ability to accomplish work through others, including leading project teams. Demonstrated experience in initiating and leading change, including modeling the importance, motivating others, managing the key drivers of change, and overcoming obstacles.
• Self-Management: Self-directed work style, able to work autonomously with minimal direction and deliver results with customer service skills, action-oriented, and operates with a sense of urgency. Demonstrated ability to prioritize and manage multiple projects simultaneously.
• Flexible: Demonstrated career flexibility and adaptation skills (e.g., successful industry or company changes with minimal learning curve; cross-cultural experience and flexibility if dictated by scope of organization).
• Collaborative: Reaches across boundaries internally and externally to develop an extensive network of partnerships. Experience in a global, matrixed management structure, and working with a virtual workforce. Ability to manage a complex set of stakeholders.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, skills, efforts or working conditions associated with a job.

How you will thrive and create an impact 

Change Management/Organization Leadership

• Provide strategic direction to build upon our high-performance culture
• Design strategic initiatives to ensure organizational effectiveness 
• Partner with management to ensure effective organization structure, design, and staffing models
• Drive People Pulse Survey initiatives and execution for the various client groups
• Assess and facilitate organizational designs and leadership changes

Talent Management/Development: 

• Partner with clients to implement regular talent reviews, career development planning and feedback discussions, performance reviews, workforce planning, people pulse survey assessments, etc.
• Strengthen succession planning & talent readiness
• Identify and plan for future talent needs while upgrading the talent bench
• Drive progress toward DE&I goals to ensure diversity of talent
• Lead talent strategies to enable rapid global growth