Senior Manager, HR

Vantive is a vital organ therapy company on a mission to extend lives and expand possibilities for patients and care teams everywhere. For 70 years, our team has driven meaningful innovations in kidney care. As we build on our legacy, we are deepening our commitment to elevating the dialysis experience through digital solutions and advanced services, while looking beyond kidney care and investing in transforming vital organ therapies. Greater flexibility and efficiency in therapy administration for care teams, and longer, fuller lives for patients— that is what Vantive aspires to deliver.

We believe Vantive will not only build our leadership in the kidney care space, it will also offer meaningful work to those who join us. At Vantive, you will become part of a community of people who are focused, courageous and don’t settle for the mediocre. Each of us is driven to help improve patients’ lives worldwide. Join us in advancing our mission to extend lives and expand possibilities.

Your role at Vantive

The Senior Manager, Business HR serves as a strategic partner to the business executives in the Global Functions. This role develops and implements innovative HR strategies that align with and support the overarching business objectives and desired organizational culture within Vantive.

This position reports to the Sr Director, HR – Functions and serves as the HR partner for the Global Finance, BD/Strategy, and Legal functions, offering lead support to their respective Leadership Teams and extended teams. As such, this role requires a strategic thought partner and a change leader who can navigate varying levels of organizational maturity across the functions, all of which are critical to driving value and growth for the organization.

The Senior Manager will also be responsible for leading through influence by aligning priorities for HR Business Partners across our Vantive Business Service (VBS) Centers in Costa Rica, Malaysia, and Poland.

What you'll be doing

• Strategic Oversight: Lead the development and execution of human capital strategies, ensuring continuous evaluation and effectiveness of implemented HR initiatives.

• Consultative Leadership: Act as a trusted advisor to management, influencing key decisions on a range of HR and business-related issues from both strategic and operational perspectives

• Organizational Assessment: Continuously assess the organization’s business model and dynamics, leading realignment initiatives as necessary to optimize performance.

• Partnership with Leadership Teams: Collaborate with business partners to ensure alignment with organizational strategies.

• Talent Planning Initiatives: In partnership with Global Talent Management, spearhead talent planning initiatives including listening strategies, assessments, calibration, development planning, and succession planning as the Lead HRBP.

• Change Management Leadership: Drive change management initiatives alongside respective Leadership teams and cross-functional teams, leveraging available Talent Management resources.

• Leadership Effectiveness: Partner with Leadership teams to enhance leadership capabilities and team performance, fostering a culture of collaboration and accountability.

• Process Optimization: Work closely with Leadership teams to establish and refine effective operational processes, including prioritization and resource allocation.

• Cross-functional Collaboration: Collaborate with cross-functional HR Business Partners to support the interconnected nature of the business operations.

• Executive Coaching: Provide tailored coaching and developmental support to leaders, enhancing their effectiveness and impact.

• Culture Reinforcement: Develop and implement reward and recognition strategies that align with and promote the organizational culture and desired behaviors.

• Impact Measurement: Create and manage systems to assess the effectiveness of HR programs and provide insights on employee relations issues.

• Employee Relations: Provide counsel to leaders on employee relations matters, helping them to address issues proactively and with sensitivity.

• Employee Investigations: Lead and conduct thorough, timely, and impartial workplace investigations; document findings, recommend actions, and partner with Legal and HR to ensure consistent resolution.

• Compensation: Ensure compensation structures are aligned with local market trends, company goals, and regulatory requirements.

What you'll bring

• Undergraduate degree required

• Minimum of 8 years of HR experience, wit