Assoc, Director, HR Business Partner

COMPANY:

At BioCryst, we share a deep commitment to improving the lives of people living with complement-mediated and other rare diseases. For over three decades we’ve been guided by our passion for not settling for “ordinary” in our quest to develop novel medicines. We leverage our expertise in structure-guided drug design to develop first-in-class or best-in-class oral small-molecule and protein therapeutics, led by the efforts of our team of expert scientists in our Discovery Center of Excellence in Birmingham, Alabama. Our global headquarters is in Durham, North Carolina, our European headquarters is in Dublin, Ireland and our employees span the globe across sites in multiple countries. We are proud of our culture of engagement and accountability that rewards people for innovative thinking and achievement of key objectives. For more information, please visit our website at www.biocryst.com or follow us on LinkedIn and Instagram. 

 

JOB SUMMARY:

This role works in partnership with senior HR leaders in developing and managing annual and long-term HR objectives while ensuring adoption of programs and processes across the Company. In this role, you will manage and execute a strategic workforce plan to drive organizational effectiveness and a high-performing inclusive culture.

This is a hands-on HR Business Partner role for an innovative thought-leader capable of building trust and earning credibility at all levels within the organization. It is a complex and fast-paced environment where collaboration and agility are embraced. You will use business acumen, industry knowledge and Human Resources expertise.

 

ESSENTIAL DUTIES & RESPONSIBILITIES:

• Serves as main HR point of contact for employee questions, issues, etc.
• Provides strategic HR leadership and expert guidance to assigned client groups along with consultation and delivery of HR programs and services to achieve key business objectives.
• Leverages complex data and analytics 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 shows how decisions impact business outcomes.
• Leads strategic workforce planning efforts to ensure people and talent strategy is in alignment with the organization's long range strategic plan (identification of long-term capability needs, talent acquisition and succession planning).
• Establishes strategies and tactics to enable the business to attract, develop, and retain high-quality talent at all levels to support the growth objectives, opportunities, and strategies of the business.
• Works with clients and HR Leadership to implement and manage key HR processes, such as performance management, succession planning and compensation planning.
• Prepares, recommends, and maintains records and procedures for managing personnel transactions and reporting personnel data, such as promotions, transfers, separations and exit interviews.
• Other duties as assigned.

 

EXPERIENCE & QUALIFICATIONS:

• Bachelor’s degree in Business, Communications, Human Resources Management, or related field – required.
• 7+ years of experience within Human Resources or related field.
• Experience working within the Biotech/Pharmaceutical industry required.
• Strong interpersonal skills and ability to work effectively in team environment.
• Ability to contribute to decision-making affecting HR policies, benefits, hiring/terminations, corporate culture, understanding and executing business strategy and goals.
• Ability to negotiate conflict and maintain constructive working relationships with people at all levels of the organization.
• Ability to multi-task and set priorities within a rapidly changing environment.
• Ability to use software packages, including Excel, Word, Power Point. Knowledge of HRIS highly desired.

 

The statements in this position description are intended to describe the general nature and level of work being performed by people assigned to this classification.  They are not intended to be construed as an exhaustive list of responsibilities, duties, and skills required of personnel so classified. The manager may assign additional responsibilities and assignments from time t